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Planning for and Recruiting HR (Options for Avoiding a Shortage (Overtime,…
Planning for and Recruiting HR
Process of HR
HR Planning process
forecasting
step 1: forecast labor demand
trend analysis
leading indicators
step 2: determine labor supply
Transitional matrix
It answers two questions
“Where did people in each job category go?”
"where did people now in each job category come from?"
step 3: determine labor surplus or shortage
Goal setting and Strategic Planning
Goals should come directly from analysis of supply and
demand
For each goal, organization must choose one or more HR strategies
specific number of goal to focus attention
Organizations should retain and attract employees
who provide a core competency
option for reducing a surplus
Transfers
Hiring freeze
Early retirement
Retraining
Natural attrition
Work sharing
Demotions
Pay or hour reductions
Downsizing
Downsizing - Four Objectives
Reduce Costs
Replace Labor with Technology
Mergers and Acquisitions
Move to More Economical Location
Core Competency
Options for Avoiding a Shortage
Overtime
Temporary
employees
Retrained
transfers
Turnover
reductions
Outsourcing
New external
hires
Technological
innovation
Apply HR Planning to Affirmative Action
Workforce Utilization Review
Recruit HR
three aspect of recruiting
recruiter traits and behaviors
Characteristics of Recruiter
Behavior of Recruiter
Enhancing Recruiter’s Impact
recruitment sources
Internal Sources
External Sources
personnel policies
Internal versus external recruiting
Lead-the-market pay strategies
Employment-at-will policies
Image advertising