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Miller
fundamentals of
edition
CHAPTER 5
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Forecasting
Forecasting: attempts to determine the supply and demand for various types of human resources to predict areas within the organization where there will be labor shortages or surpluses. There are three major steps to forecasting: 1. Forecasting the demand for labor 2. Determining labor supply 3. Determining labor surplus or shortage
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Retraining
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As the average age of many workers in skilled trades grows, the coming demand for workers in many trades is expected to outstrip supply in the United States. There is a potential for employers in some areas to experience a labor shortage because of this.
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Outsourcing
Retrained transfers
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Personnel Policies
Several personnel policies are especially relevant to recruitment:
Image advertising
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Image advertising, such as in this campaign to recruit nurses, promotes a whole profession or organization as opposed to a specific job opening. This ad is designed to create a positive impression of the profession, which is now facing a shortage of workers.
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Referrals Advertisements in newspapers and magazines Electronic recruiting Private employment agencies
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Your Experience
In your last job search, what was your experience with a recruiter or other point of contact before you were offered the job?
A. B. C. D. E. Lousy, I didnt take the job Lousy, but I took the job anyway Great, but I didnt take the job Great, I took the job The experience wasnt memorable.
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Recruiting Exercise (1 of 2)
You are the regional HR director of the restaurant chain (e.g., Ruby Tuesdays or TGI Fridays) and responsible for recruiting all staff for the restaurants in your region. One of the stores in your region needs to hire servers.
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Recruiting Exercise (2 of 2)
1. What knowledge, skills, and abilities are required for the positions you are recruiting? 2. Will your sources of applicants be internal, external, or both? Explain. 3. What recruiting strategies will you use? 4. What metrics will you use to measure your success?
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Summary
The first step in human resource planning is personnel forecasting. Through trend analysis and good judgment, the planner tries to determine the supply and demand for various human resources. The next step is to determine the labor demand for workers in various job categories. Analysis of a transitional matrix can help the planner identify which job categories can be filled internally and where high turnover is likely.
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Summary (continued)
To reduce a surplus, downsizing, pay reductions, and demotions deliver fast results but at a high cost in human suffering that may hurt surviving employees motivation and future recruiting. To avoid a labor shortage, requiring overtime is the easiest and fastest strategy. Internal recruiting generally makes job vacancies more attractive because candidates see opportunities for growth and advancement.
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Summary (continued)
Lead-the-market pay strategies make jobs economically desirable. Internal sources are usually not sufficient for all of an organizations labor needs. Through their behavior and other characteristics, recruiters influence the nature of the job vacancy and the kinds of applicants generated.
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