Post on 02-Jun-2018
8/10/2019 0000002709-HRM Ch. 5
1/15
8/10/2019 0000002709-HRM Ch. 5
2/15
DECIDEPOSITIONSTO BEFILLED Through HR
planning andforecasting
RECRUITMENT:
Build a pool ofcandidates-external and
internal
Candidatescomplete
applicationform
Selectiontools usedto screen
out
Intesupoth
8/10/2019 0000002709-HRM Ch. 5
3/15
EMPLOYMENT (or HR) PLANNING: process of deciding what positions to be filled by the firmhow. Succession Planning- for executive jobs.
BUILD- training, development for current employees & BUY - using recruiting sources,outside for recruitment. Eg- SBI
FORECASTING PERSONNEL NEEDS: 1 st forecast revenue, then estimate size of staff required tsupport this sales volume. Other factors- productivity changes, decisions to upgrade, etc.
Trend Analysis: studying variations in firms employment levels
Ratio Analysis: ratio of some factor(eg- sales vol.) & no. of employees reqd.
Scatter Plot: graphically how a factor and no. of employees are relatedComputerized Forecasts: generating avg. staff according to inputs. Eg- Labour scheduling sysestimate staff according to sales forecast & store traffic.
8/10/2019 0000002709-HRM Ch. 5
4/15
FORECASTING THE SUPPLY OF INSIDE CANDIDATES: Determining which cemployees qualify for the projected openings through qualification inventories.
Manual Systems & Replacement Charts:
personnel inventory and development record form has qualification information,including education, languages, skills etc.
Personnel replacement charts- for top positions showing present performance &promotability of each potential replacement.
Position replacement card for each position
Computerized Skills Inventories- automatic skill inventory management, includes workcodes, product knowledge, industry experience, etc
Keeping information private: securing data
FORECASTING THE SUPPLY OF OUTSIDE CANDIDATES: If not enough insidcandidates, turning to outside candidates. Finding how difficult it will be to findgood outside candidates. Eg- unemployment rates of 9% in the US in 2009- easierfind good candidates.
8/10/2019 0000002709-HRM Ch. 5
5/15
50
100
150
200
1200
Recruiting yield PyrWhy effective Recruiting is a challenge
Difficult to match job description with the bunchof CVs
Its difficult to relate job to candidates profile andit is time consuming and complex.
Filtering 2 or 3 candidates from a database of1000 is a great challenge
Candidate turning up the interview but rejectingthe offer due to some reason.
Centralised recruitment - Major firms uses centralised recruitment in which personnel department at headperforms all the recruitment
Advantage It reduces the administrative cost by consolidating
all recruitment activities at one place It helps in better utilization of specialists It ensures uniformity in recruitment and selection
of all types of employees It tends to reduce favouritism in recruitment and
makes the recruitment process more scientific
Disadvantage There is delay in recruitment as
cannot recruit staff as and when The central office may not be ful
requirements of different units ansuitable sources for the required
8/10/2019 0000002709-HRM Ch. 5
6/15
Internal sources of candidatesPros Morale and motivation of employees improves Foreknowledge of candidates strength and
weakness. Candidate have stronger commitment to company. Present employees familiar with organization
surroundings. Reduction in time and expenditure for recruitment
Cons Lack of fresh employees and their experie
the organization. Promotion based on seniority. Restriction in selection choice. All vacancies cannot be filled from within
organization.
Finding internal candidates Re-hiring former employeeAdvantage: They are known quantities
They know the firm and its culture.Disadvantage They can return with less positive attitu
we let them go. Also employee who resigned in better s
may distract current employees.
Job Posting Publicizing an open job to employees and listing its
attributes. Examination of HR record for potential candidate.
8/10/2019 0000002709-HRM Ch. 5
7/15
Recruiting through the Internet via websites and job boards.
Social Networking sites like LinkedIn and Monster Networking Keyword searches on online databases. Dot-Jobs Domain- Gives job seekers a one click conduit for findin
jobs.
Virtual Job Fairs- Job seekers can listen to presentations, visitbooths, leave resumes and business cards
Applicant tracking systms- Online systems that help employersattract, gather, screen, compile and manage applicants
8/10/2019 0000002709-HRM Ch. 5
8/15
Advantages
Cost Effective Generates more responses in a small amount of time. Companies can post detailed job duties listings.
Disadvantages Restricted to people having internet access and are adept at using it. May leave out older people. Popular job portals in English. Internet overload.
8/10/2019 0000002709-HRM Ch. 5
9/15
The Media Depends on the positions for which they are recruiting.
Technology lets the ads be more creative and informative .
Constructing the Ad Experienced advertisers use AIDA- attention, interest, desire and action Employers usually advertise key positions. Develop interest in the job. Ads with more specific job information are more attractive and more
credible. Realism reduces applicants but improves employee retention. Employers should create the right impression of their company
8/10/2019 0000002709-HRM Ch. 5
10/15
Employment Agencies : Public and Nonprofit agencies Privet agencies
Why Agency?? Firm dont have own HR Department
Paticular job Time saving
Problem- potential pitfall
Solutions Provide accurate & complete job description Make sure about agencies selection process
Periodic review of selected candidates Screening of agency
Temp Agencies and alternative staffingEmployer supplement their permanent workforce by hiring temporary workers.WHY?? To Fill in for the permanent employees who are sick or on vacation More productivity. paid only for working hours.Legal Guideline Exploitation of contract labour Law suits that might lead to employees getting absorbed permanently in the firm
DOs InvoicingTime sheetsRecruitment of and benefit for
temp employees
Dont Negotiate payrollTerminate directlytraining
8/10/2019 0000002709-HRM Ch. 5
11/15
Offshoring and Outsourcing JobsOutsourcing means having outside vendors supply services offshoring is a narrower term means having outside vendors abroad suppservices.ChallengesPolitical tension,cultural misunderstanding,security and privecy issue,special training need
Executive RecruitersSpecial agencies retained by employers to seek out top management talent for their clients
Pros Saving top managements time Recruiters have a lot of contacts.
Cons Recruiter dont understand your needs Recruiters may persuade you to hire someone rather find
Guidelines Firm is capable of conducting a thorough search. Meet the individual who will actually handle your assignment Ask for charges. Clear about needs and positions Never rely solely on executive recruiters
College Recruiting
Goals : To Determine if candidate is worthy forfurther consideration To attract good candidate
Problems Expensive and time consuming Schedules Recruiters inefficiency
Solutions Screening and relation Choosing recruiters ca
8/10/2019 0000002709-HRM Ch. 5
12/15
Diversity is important due to growing:
Globalisation : due to shortage of talent in tier 1 cities, companies looking forwartowns and rural areas for talent.
Increase in minority : certain %age is reserved for minorities like SC, ST, OBCgive reservation to minority religions well.
The disabled : they should be given a chance as they compete equally with otheranging from IT to creative advertising to receptionist.
Increase in older work force : older workers tend to have low absenteeism
reliability, better work habits. Increase in women candidates : Managers should be trained to be unbiased. Po
flexible timings can be considered.
8/10/2019 0000002709-HRM Ch. 5
13/15
PURPOSE OF APPLICATION FORMS:
1. Judgment on substantive matters: based on education and job.
2. Previous progress and growth.
3. Stability based on previous work record.
4. Predict as to which candidate will succeed in doing a job and which not.
8/10/2019 0000002709-HRM Ch. 5
14/15
APPLICATION GUIDELINES:
1. Personal history section.
2. Employment history section.
3. Personal declarations.
4. Signature of the applicant to certify all details.
USING APPLICATION FORMS TO PREDICT JOB PERFORM statistical studies to analyze the relationship between bio data
responses on application forms and measures of success on the job
8/10/2019 0000002709-HRM Ch. 5
15/15