CHAPTER 5: HUMAN RESOURCES PLANNING AND RECRUITMENT (The HR planning…
CHAPTER 5: HUMAN RESOURCES PLANNING AND RECRUITMENT
The HR planning process
To meet business objectives and gain a competitive advantage over competitors
Goal Setting and Strategic Planning
Purpose of setting specific numerical goals is to focus attention on the problem and provide a basis for measuring the organization’s success in addressing labor shortages and surpluses.
Mergers and Acquisitions
Move to More Economical Location
Replace Labor with Technology
Employing Temporary and Contract Workers and Outsourcing
The most widespread methods for eliminating a labor shortage are hiring temporary and contract workers and outsourcing work.
Contracting with another organization to perform a broad set of services.
Forecasting: Attempts to determine supply and demand for various types of HR to predict areas within the organization where there will be labor shortages or surpluses
Determine Labor Demand
Trend Analysis: Constructing and applying statistical models that predict labor demand for next year, given relatively objective statistics from previous year.
Leading indicator: Objective measures that accurately predict future labor demand.
Determine Labor Supply
Transitional matrix: a chart that lists job categories held in one period and shows proportion of employees in each of those job categories in a future period.
It answers two questions: “Where did people in each job category go?” and “Where did people now in each job category come from?”
Determine Labor Surplus or Shortage
Based on forecasts for labor demand and supply, planner can compare figures to determine whether there will be a shortage or surplus of labor for each job category.
Determining expected shortages and surpluses allows the organization to plan how to address these challenges.
Implement and Evaluate HR Plan
When implementing the HR strategy, organizations must hold individuals accountable for achieving goals.
They must also have authority and resources needed to accomplish those goals.
Regular progress reports should be issued.
Evaluation of results should look at tactual numbers and identify which parts of planning process contributed to success or failure.
The HR recruitment process
Internal versus external recruiting: job security
Lead-the-market pay strategies
Recruiting: any activity carried on by the organization with the primary purpose of identifying and attracting potential employees.
Role of HR recruitment is to build a supply of potential new hires that the organization can draw on if need arises.
Job Posting: process of communicating information about a job vacancy
In employee publications
On corporate intranets
On company bulletin boards
Anywhere else organization communicates with employees
Advantages of Internal Sources
These applicants are relatively knowledgeable about the organization’s vacancies, which minimizes the possibility of unrealistic job expectations.
Filling vacancies through internal recruiting is generally cheaper and faster than looking outside the organization.
It generates applicants who are well known to the organization.
Private employment agencies
Advertisements in newspapers and magazines
Public employment agencies
Colleges and universities
Recruiter Traits and Behaviors
Recruiter’s Functional Area
Applicants respond more positively when the recruiter is an HR specialist than line managers or incumbents.
Applicants respond positively to recruiters whom are warm and informative
Realistic job previews should highlight the positive characteristics of the job rather than the negative.
Enhancing Recruiter Impact
Recruiters should provide timely feedback and avoid offensive behavior.
They should avoid behaving in ways that might convey the wrong impression about the organization.
Organization can recruit with teams rather than individual recruiters.