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4-1 2003 Prentice Hall, Inc.
Instructor presentation questions: [email protected]
Human Resource Planning andRecruiting
Arjya Chakravarty
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Recruitment Selection
Recruitment comes firstand is followed bySelection.
Recruitment is positiveprocess.
Recruitment is callinglarge pool of candidates
Recruitment refers to theprocess of findingpossible candidates for a
job or function,undertaken by recruiters.
Selection is a negativeprocess.
Selection is choosing thesuitable candidate.
Selection is the processused to identify and hire
individuals or groups ofindividuals to fillvacancies within anorganization(Often basedon an initial job analysis)
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Steps in Recruitment and
Selection Process
Applicantscompleteapplicationform
Selection tools liketests screen out
most applicants
Supervisors andothers interview finalcandidates to make
final choice
Employmentplanning andforecasting
Recruitingbuilds pool ofcandidates
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EMPLOYMENT PLANNING
AND FORECASTING
Employmentor
personnel planningisthe process ofdeciding what
positions the firm willhave to fill, and how tofill them.
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How to Forecast
Personnel Needs Project revenues first then estimate the
size of the staff required to achieve it
Staffing plans also must reflect: Projected turnover
Quality and skills of your employees
Strategic decisions Technological and other changes
Financial resources
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Methods to Predict Employment
Needs
Trend analysis
Ratio analysis Scatter plot
Scatter plot shows projected staff size
0
200
400
600
800
1000
1200
1400
0 500 1000 1500
Hospital size (# of beds)
Numberofnurses
Managerial
judgment plays abig role
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Using Computers to Forecast
Personnel Requirements
Computerized forecast
Determination of future staffneeds by projecting sales,volume of production, andpersonnel required to
maintain this volume ofoutput, using softwarepackages
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Forecasting the Supply of
Inside Candidates
Qualifications inventories
Manual or computerized records listingemployees education, career and
development interests, languages, special
skills, and so on, to be used in selectinginside candidates for promotion
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Manual Systems and
Replacement Charts
Personnel inventory &
development record helptrack employeequalifications
Personnel replacement
charts are often used forfilling a companys toppositions
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Forecasting the Supply of
Inside Candidates
Personnel replacement charts Company records showing present
performance and promotability of insidecandidates for the most important positions
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Forecasting the Supply of
Inside Candidates
Position replacement card
A card prepared for each position in acompany to show possible replacementcandidates and their qualifications
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Computerized Information
Systems Work experience
codes
Product knowledge
Industry experience
Formal education
Training courses
Foreign language skills
Relocation limitations
Career interests
Performanceappraisals
Skills
2003 P i H ll I
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Management Replacement
Chart
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Effective Recruiting: The
Yield Pyramid
New hires
Offers made (2 : 1)
Interviewed (3 : 2)
Invited (4 : 3)
Leads generated (6 : 1)
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Internal Sources of
Candidates Knowing a candidates strengths and
weaknesses
Inside candidates may be morecommitted to the company and canincrease morale
Can backfire
Can promote inbreeding
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Finding Candidates
Job posting
publicizing the open job to employees andlisting its attributes like qualifications,supervisor, work schedule, and pay rate
Rehiring former employees
an option today due to the tight labor market
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Finding Internal Candidates
Succession planning: ensuring a suitablesupply of successors for future senior jobs
Planning includes: Determine projected need
Audit current talent
Planning career paths
Career counseling
Accelerated promotions
Performance related training
Planned strategic recruitment
Filling
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Outside Sources of
Candidates
Advertising the
advertising media and adcontent
Select the best media
local paper, TV, orinternet depending on theposition
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Use the AIDA guide(attention, interest,
desire, and action) toconstruct ads
Be creative - use of ad
agencies might helpdevelop and promote acompanies image
Ad Construction
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Employee referrals
Employee-referral programs are most effective whenthey are built and managed properly
Create a form that staff members submit when theyrefer candidates. Make sure it is stamped with the dateand time and includes information about therelationship between the employee and the jobcandidate. This validates the referral when it's time to
pay the bonus, which could be up to three months afterthe start date.
Develop a corresponding spreadsheet for tracking allemployee referrals. The actual reward should not bepaid until the referred employee completes a minimum
of 30 to 90 days of successful employment.
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Recruiting in the Internet Age Executive search firms come in two varieties: retainer
firms and contingency firms. Retainer firms act as
ongoing consultants to your business. They are moreexpensive than contingency firms, but they commitmore time and effort to your firm. Retainer search firmsare generally used to find applicants for seniormanagement positions.
Contingency firms are paid only after filling your position.Theyre more appropriate for filling mid-level openings. Traditional recruiting methods. Dont be so wowed
by fancy technology and premium-priced headhuntersthat you ignore time-tested ways of finding good talent.Often, the best prospective employees are people youhear about from trusted friends or associates.
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E- recruiting
A profound transformation in recruiting:
from reactive to proactive,
from data management to relationshipdevelopment,
from meeting requirements to
anticipating them.
the principles of inventory and supplymanagement are applied to talent/human
beings.
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E- recruiting
In this scenario, recruiting becomes alife-cycle relationship between potential
employer and employee. Demographics,which suggest shortage of KnowledgeWorkers in the knowledge economy,
support the notion that recruiting mustultimately confront total quality and Just-in-time inventory management standards
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Recruitment and Selection Process: Definition and concept ofRecruitment Factors Affecting Recruitment Sources ofrecruitment Information technology and HR recruiting on the net
(e-Recruitment)Methods and Techniques of recruitmentSelection Process- Person Job Fit - Person Organization FitElements of Selection Process - Steps in the Selection Procedure
Various types of Tests
Selection Interview: Methods and Process (including reference
check and medical
examination) - Placement and induction- Competency testingsystems