PLANNING FOR AND RECRUITING HR (HR Recruiting Process (Recruiter Traits…
PLANNING FOR AND RECRUITING HR
HR Planning Process
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.
Forecast labor demand
Determine labor supply
Determine labor surplus or shortage
Determining Labor Demand
:Constructing and applying statistical models that predict labor demand for next year, given relatively objective statistics from previous year
: Objective measures that accurately predict future labor demand.
Determine Labor Supply
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.
Answers two questions
“Where did people in each job category go?”
“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 here 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.
Goal Setting and Strategic Planning
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.
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.
Organizations should retain and attract employees who provide a core competency (what makes it better than competitors)
Replace Labor with Technology
Mergers and Acquisitions
Move to More Economical Location
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.
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.
Apply HR Planning to Affirmative Action:
Workforce Utilization Review
Steps in a workforce utilization review are identical to steps in HR planning process.
Organization must assess current utilization patterns, then forecast how they are likely to change in near future.
comparison of employees in protected groups with proportion that each group represents in relevant labor market.
If analysis forecast underutilization of certain groups, then goals and a plan will be established.
HR Recruiting Process
Recruiter Traits and Behaviors
Applicants respond positively to recruiters whom are warm and informative
Personnel policies are more important than the recruiter when deciding whether or not to take a job.
Applicants respond more positively when the recruiter is an HR specialist than line managers or incumbents.
Realistic job previews should highlight the positive characteristics of the job rather than the negative.
Role of HR recruitment is to build a supply of potential new hires that the organization can draw on if need arises.
: any activity carried on by the organization with the primary purpose of identifying and attracting potential employees
Lead-the-market pay strategies
Internal versus external recruiting
Internal versus External Sources
: process of communicating information about a job vacancy
On corporate intranets
Anywhere else organization communicates with employees
In employee publications
On company bulletin boards
Advertisements in newspapers and magazines
Public employment agencies
Private employment agencies
Colleges and universities
Evaluating the Quality of a Source
By comparing yield ratios of different recruitment sources, we can determine which source is best or most efficient for type of vacancy.
Find cost of using a particular recruitment source for a particular type of vacancy.
Yield ratio expresses the percentage of applicants who successfully move from one stage of the recruitment and selection process to the next.
Divide that cost by number of people hired to fill that type of vacancy.
A low cost per hire means the recruitment source is efficient.
Enhance Recruiter’s 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.