Personnel Planning and Recruiting
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Transcript of Personnel Planning and Recruiting
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
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3 Personnel Planning, Recruiting, and Talent Management
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Learning Objectives (1)
When you finish studying this chapter, you should be able to:
1. Define and list the main components of talent management.
2. Describe the basic methods of collecting job analysis information.
3. Conduct a job analysis.
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Learning Objectives (2)
4. Explain the process of forecasting personnel requirements.
5. Compare eight methods for recruiting job candidates.
6. Explain how to use application forms to predict job performance.
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The Talent Management Framework
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The Talent Management Framework
• What is Talent Management?– Necessary tasks– Decisions– The same “profile” of competencies– Active segmentation and management– Integrates/coordinates
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The Basics of Job Analysis
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The Basics Of Job Analysis (1)
• Methods of collecting job analysis information– Interviews– Questionnaires– Observation – Participant diary/logs– Internet-based data collection
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The Basics Of Job Analysis (2)
• Writing Job Descriptions– Job identification, summary– Relationships– Responsibilities and duties– Standards of performance– Working conditions, physical environment– Internet-based job descriptions – ADA
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The Basics Of Job Analysis (3)
• Writing Job Specifications• Competencies and profiles
– Why use profiles
• Competency-based job analysis– BP example
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The Recruitment and Selection Process
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The Recruitment and Selection Process
1. Determine positions to fill
2. Pool of candidates
3. Application forms
4. Various selection techniques
5. Job candidates to supervisor
6. Selection interviews
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Workforce Planning and Forecasting
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Workforce Planning and Forecasting (1)
• Strategy and personnel planning– Inside or outside candidates?
• Forecasting personnel needs– Trend analysis– Ratio analysis– Scatter plots– Computerized personnel forecasting
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Workforce Planning and Forecasting (2)
• Forecasting inside candidates– Computerized systems– Succession planning
• Forecasting outside candidates• Talent management, predictive
workforce monitoring• Projected labor supply and demand
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Recruiting Job Candidates
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Recruiting Job Candidates (1)
• Complex job of recruiting • Recruiting effectiveness• Internal candidates• Recruiting via internet
– Texting – Virtual job affairs– Applicant tracking services
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Recruiting Job Candidates (2)
• Advertising• Employment agencies
– Temps– Alternative staffing
• Executive recruiters• Pros and cons• Candidate’s caveats
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Recruiting Job Candidates (3)
• College recruiting– Internships
• Outsourcing, offshoring• Referral and walk-ins
– Walk-ins– Customers– Telecommuters– Unemployed
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Recruiting Job Candidates (4)
• Military• Recruiting a more diverse workforce
– Older workers– Single parents– Minorities and women– Welfare-to-work– Disabled
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Developing and Using Application Forms
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Developing and Using Application Forms
• Purpose– Exaggeration
• Equal opportunity– Mandatory dispute resolution
• After receiving the application– Courtesy
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Copyright
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