Tuğberk Kaya [email protected] Near East University Personnel Planning & Recruiting Week 3.
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MAN 404 Human Resource Management Tuğberk Kaya [email protected] Near East University Personnel Planning & Recruiting Week 3
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Transcript of Tuğberk Kaya [email protected] Near East University Personnel Planning & Recruiting Week 3.
MAN 404Human Resource Management
Tuğberk Kaya
Near East University
Personnel Planning & RecruitingWeek 3
Recap – Job Analysis‘The procedure for determining the duties
and skill requirements of a job and the kind of person who should be hired for.’
What are the products of Job Analysis?1. Job Description2. Job Specification
Recap - Functions of HR Manager
Work activitiesHuman BehavioursMachines, tools, equipment and work aidsPerformance standardsJob contextHuman Requirements
Recap - Importance of Job Analysis
Recruitment and Selection
Compensation
Training
Performance Appraisal
Discovering Unassigned Duties
Recap – MethodsThe Interview
Questionnaires
Participant Diary/Log
Internet-Based Job Analysis
PPRJob analysis defines the duties and human requirements of the company’s job.
By using job analysis employers prepare personnel planning & recruit employees.
The Recruitment and Selection Process1. Decide what positions to fill (Personnel
Planning & Forecasting)
2. Build a pool of candidates for these jobs (Recruit internal & external candidates)
3. Have candidates complete application forms and perhaps undergo initial screening interviews.
The Recruitment and Selection Process
4. Use selection tools like tests, background investigations, and physical exams to identify viable candidates.
5. Decision! Decide who to make an offer to.
Personal Planning & ForecastingPersonal Planning (PP) is about deciding what
positions the firm will have to fill and how to fill them.
PP can include all jobs from cleaning staff to CEO.
Executive jobs can also be selected by succession planning.
Personal Planning should derive from the firm’s strategic plans.
Forecasting Personal NeedsSimple method; forecast revenue then estimate size of staff required to
achieve this sales volume.
Trend Analysis: study of a firm’s past employment needs over a period of years to predict future needs.
Ratio Analysis: A forecasting technique for determining future staff needs by using ratios between, for example, sales volume and number of employees need.
The Scatter Plot: A graphical method used to help identify the relationship between two variables.
Drawbacks of techniques1. Focuses on sales volume and historical
sales/personnel relationships. Assume that the firm’s existing structure and activities will continue.
They generally do not consider strategic initiatives for future staffing levels.
Requires realism and common sense.
Forecasting the Supply of Inside Candidates Personnel Replacement Charts: ‘Company
records showing present performance and promotability of inside candidates for the most important positions.
Position Replacement Cards: ‘A card prepared for each position in a company to show possible replacement candidates and their qualifications.’
Computerized Information Systems
Other MethodsGentleman Agreement: Turkcell & Telsim
Reed – Graduate Jobs (Head Hunting)
Social Media!
Importance of Social MediaUse Selection Tools like test!
Two in five employers look at candidates' online activity or profiles to inform recruitment decisions.
16% of employees used social media to check employers/company’s profile.
https://www.youtube.com/watch?v=GwZaNqLK5Hs
https://reedglobal.com/en_GB/web/reedgb/hr-connect/-/asset_publisher/modN8hsaJ5g0/content/check-but-don-t-snoop;jsessionid=156899797DC64DD0C22904A7A6EDFD68?redirect=http%3A%2F%2Freedglobal.com%2Fen_GB%2Fweb%2Freedgb%2Fhr-connect%3Bjsessionid%3D156899797DC64DD0C22904A7A6EDFD68%3Fp_p_id%3D101_INSTANCE_modN8hsaJ5g0%26p_p_lifecycle%3D0%26p_p_state%3Dnormal%26p_p_mode%3Dview%26p_p_col_id%3Dcolumn-3%26p_p_col_pos%3D1%26p_p_col_count%3D3
https://reedglobal.com/en_GB/web/reedgb/hr-connect/-/asset_publisher/modN8hsaJ5g0/content/social-media-it-s-so-me;jsessionid=156899797DC64DD0C22904A7A6EDFD68?redirect=http%3A%2F%2Freedglobal.com%2Fen_GB%2Fweb%2Freedgb%2Fhr-connect%3Bjsessionid%3D156899797DC64DD0C22904A7A6EDFD68%3Fp_p_id%3D101_INSTANCE_modN8hsaJ5g0%26p_p_lifecycle%3D0%26p_p_state%3Dnormal%26p_p_mode%3Dview%26p_p_col_id%3Dcolumn-3%26p_p_col_pos%3D1%26p_p_col_count%3D3
Would you check social media accounts of the candidate?
Would you check Facebook or LinkedIn?
Why?
Next Week:Prepare a curriculum vitae (CV)
Social Media: Set up a LinkedIn Profile
ReferencesDessler, G. (2008) Human Resource Management. 11th edn. Harlow: Pearson
Education Ltd
Guest, D. (1987), “Human resource management and industrial relations”,
Journal of Management Studies, Vol. 24 No. 5, pp. 503-21. DOI:
http://dx.doi.org/10.1108/17410400810867508
Mondy, R. (2005) Human Resource Management. Harlow: Pearson Education
Ltd
