PERSONAL PLANNING and RECRUITING (WORKFORCE PLANING AND FORECASTING: …
PERSONAL PLANNING and RECRUITING
DECIDING: What position to fill, through workforce/personnel planning and forecasting.
BUILDING: A pool of candidate for these jobs, by recruiting INTERNAL or EXTERNAL candidates.
HAVING: Candidates complete application forms and perhaps undergo initial screening interviews.
USING: Selection tools like test, background investigation, and physical exams to screen candidates.
DECIDING: To whom to make an offer, by having the supervisor and perhaps others interview the candidates.
WHY EFFECTIVE RECRUITING IS IMPORTANT
EMPLOYEE RECRUITING: Finding and or attracting applicants for the employers open positions.
RECRUITING YIELD PYRAMID: The historical arithmetic relationship between recruitment leads and invites and interviews, interviews and offers made, and offers made and offers accepted.
DEVELOPING THE BRAND:Similarly the employer should build its brand or reputation amongst potential applicants.
WORKFORCE PLANING AND FORECASTING:
SUCCESSION PLANING: The ongoing process of systematically identifying, assessing, and developing organizational leadership to enhance performance.
WORKFORCE (or employment or personnel) PLANING: The process of deciding what position the firm will have to fill, and how to fill them.
STRATEGY and WORKFORCE PLANING: Plans to enter new business, to build new plants, or to reduce activities all influence the number of the types of position will have to filled.
FORECASTING PERSONNEL NEEDS (label Demand) : Longer term, managers will peruse industry publication and economic forecast, to try to get a sense for future demand.
TREND ANALYSIS: Study of a firms 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 the employes needed.
SCATTER P[LOT: A graphical method used to help identify the relationship between tow variables.
IMPROVING PERFORMANCE THROUGH HRIS: COMPUTERIZED FORECAST: Enable managers to build more variables into their personnel projections. ( Excel) quickly translate estimates of projected productivity and sale levels into forecastable personnel requirements.
FORECASTING the SUPPLY OF INSIDE CANDIDATES: The personnel demand forecast only provides half the staffing equation.
PERSONNEL REPLACEMENT CHARTS: Company records showing present performance and promotability of inside candidates for the most important positions.
POSITION REPLACEMENT CARD: A card prepared for each position in a company to show and their possible replacement candidates and their qualifications.
INTERNAL SOURCES OF CANDIDATES
JOB POSITIONS: Publicizing an open job to employees (often by literally posting it on bulletin boards) and listing its attributes, like qualifications, supervisor, working schedule, and pay rate.
RECRUITING A MORE DIVERSE WORKFORCE
RECRUITING WOMENS: Giving the process women have made in excelling in professional, managerial, and military occupations, one might assume that employers need no special recruitment efforts to recruit women.
SINGLE PARENTS: Being a single parent isn't easy, and recruiting and keeping them requires understanding the problems they face.
OLD WORKERS: It therefore make sense for employers to encourage older workers to stay. The big draw probably to provide opportunities for flexible work schedule.
DIVERSITY COUNTS; Managers and recruiters consciousness about incorrect age stereotypes, and provide opportunities for more contacts with older people and for information flow between younger and older workers.
MINORITIES: After recognizing the impediments, one turns to formulating plans for remedying them and to attracting and retaining minorities and women.
THE DISABLE: All states have local agencies that provide placement services and other recruitment and training tools and informations for employees seeking to hire disabled.
EMPLOYEE ENGAGEMENT GUIDE FOR MANAGERS
INTERNAL RECRUITMENT AND PROMOTIONS-FROM-WITHING : It seem reasonable to assume that employees will to be more committed to end engage in companies that actively advance the employees career aspirations. Plans to develop and retain employees and promote-from-within should tend to foster engagement, while contrary policies may erode.
OUT SIDE CANDIDATES
INFORMAL RECRUITING and the HIDDEN JOB MARKET:
Many jobs opening aren't publicized at all; all jobs are created and become available when employers serendipitously come across the right candidates.
RECRUITING VIA THE INTERNET: Most employers recruit through their own websites, or use job boards. (Example CareerBuilder.com)
SOCIAL MEDIA and HR: Recruiting is also shifting from online job boards to social networking site, in one survey, almost 90% of responding human resources and recruiting managers and professionals.
IMPROVING PERFORMANCE THROUGH HRIS: APPLICANT TRACKING SYSTEMS: (ATS) Are online systems that help employers attract, gather, screen, compile, and manage applicants.
ADVERTISING: While WEB-BASED recruiting is replacing traditional help wanted ads, prints ads are still popular. THe best medium- the local paper, the wall street Journal, The Economist, for instance- depends on the positions for which you're recruiting.
Technology lets companies be creative.
EMPLOYMENT AGENCIES : There are three main types of employment agencies (1) public agencies operated by federal, state, or local governments; (2) Agencies associated with nonprofits organizations; (3) Privately owned agencies.
TEMPORARY WORKERS and ALTERNATIVE STAFFING: Employers increasingly supplement their permanent workforces with contingent or temporary workers.
OFFSHORING AND OUTSOURCING JOBS:Rather than bringing people to do the company's jobs, outsourcing and offshoring sen the jobs out. OUTSOURCING means having outside vendor supply services.
EXECUTIVE RECRUITERS: Executive recruiters (also know as headhunters) are special employments agencies employers retain to seek out top-management talent for their clients.
REFERRALS and WALK -INS: EMPLOYE REFERRAL campaigns are an essential recruiting options, Here the employes posts openings and request for referrals on its websites and bulletin board.
DEVELOPING and USING APPLICATION FORMS
APPLICATION FORM: A form used by employers to compile information regarding an applicant's identity and educational, military, and work history.