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STAFFING (SYSTEMS APPROACH TO STAFFING (Variables considered (Numbers and…
STAFFING
SYSTEMS APPROACH TO STAFFING
Variables considered
Numbers and kinds of human resources needed
Open managerial and nonmanagerial positions
Potential successors to open job positions
Inventory Chart
Forces affecting present and future needs for human resources
External Forces
Economic
Technological
Social
Political
Legal
Internal Forces
The firm's goal and objectives
The types of work that have to be done
Salary scales
Kinds of people employed by the company
SELECTION
Process
Establishing Selection criteria
Applicants complete application form
Listing applicants who meet the criteria
Screening interview
Interview by the supervisor/manager or panel
Verifying application form information
Psychological & physical examination
Informing applicant about position
Job Interviews
Structured Interview
Unstructured Interview
One-on-one interview
Panel Interview
Employment Tests
Intelligence Test
Proficiency and aptitude test
Personality test
Vocation test
TRAINING AND DEVELOPMENT
Training Needs Assessment
Organization analysis
Task analysis
Person analysis
Training program learning principles
Modeling
Feedback and reinforcement
Massed vs. Distributed learning
Goal setting
Individual differences
Active practice and repetition
Implementing the training program
On-the-job training
Apprenticeship
Classroom instruction
Audio-visual method
Simulation method
E-learning
RECRUITMENT
Types
External
Advantages
More potential applicants
Possibly better quality applicants
Serious abt. getting the job
Executive search firms
Educational Institutions
Disadvantages
More expensive
Possible bias in the referral of friends
Need for training
Internal
Advantages
Less expenses
Less training
Faster
Disadvantages
Limited pool of applicants
Favoritism
Jealousy
Methods
Advertisments
Unsolicited Applications
Internet Recruiting
Employee Referrals
Executive Search Firms
Educational Institutions
Labor Unions
Professional Associations
Public and Private Employment Agencies