人力资源管理第版英文版教学课件第5章.pptx

5,5-1,Personnel Planning and Recruiting,55-1Personnel Planning and Rec,5-2,Explain the main techniques used in employment planning and forecasting. Explain and give examples for the need for effective recruiting. Name and describe the main internal sources of candidates.,Learning Objectives,5-2 Explain the main technique,5-3,List and discuss the main outside sources of candidates. Explain how to recruit a more diverse workforce. Developing and Using Application Forms: Discuss practical guidelines for obtaining application information.,Learning Objectives,5-3 List and discuss the main,5-4,Explain the main techniques used in employment planning and forecasting.,5-4Explain the main techniques,5-5,Introduction,5-5Introduction,5-6,Workforce Planning and Forecasting,Workforce planning ideally precedes recruitment and selectionDiffers from succession planningTowers Watson Workforce MAPS,5-6Workforce Planning and Fore,5-7,Workforce Planning and Forecasting,Strategy and workforce planningForecasting personnel needs (labor demand)Trend analysisRatio analysisThe scatter plot,5-7Workforce Planning and Fore,5-8,Forecasting the Supply of Inside Candidates,Manual systems and replacement chartsComputerized skills inventoriesMarkov analysis Privacy,5-8Forecasting the Supply of I,5-9,Forecasting the Supply of Outside Candidates,Talent management Action planning for labor supply and demandSuccession Planning,5-9Forecasting the Supply of O,5-10,IMPROVING PERFORMANCE: HR Practices Around the Globe,Valero Energy created a “labor supply chain” for improving the efficiency of its workforce planning, recruiting, and hiring process.Analytic tool now predicts Valeros labor needs based on past trends.,5-10IMPROVING PERFORMANCE: HR,5-11,Review,ForecastingManual vs. computerized systemsManaging talentAction planning,5-11ReviewForecasting,5-12,Explain and give examples for the need for effective recruiting.,5-12Explain and give examples,5-13,Why Effective Recruiting Is Important,The need for effective recruiting What makes recruiting a challenge?Organizing how you recruitThe supervisors roleRecruiting pyramid,5-13Why Effective Recruiting I,5-14,ImportanceChallengeOrganizing,Review,5-14ImportanceReview,5-15,Name and describe the main internal sources of candidates.,5-15Name and describe the main,5-16,Using internal sourcesFinding internal candidatesRehiring,Internal Sources of Candidates,5-16Using internal sourcesInte,5-17,Internal sourcesFinding internal candidatesRehiring,Review,5-17Internal sourcesReview,5-18,List and discuss the main outside sources of candidates.,5-18List and discuss the main,5-19,Informal Recruiting and the Hidden Job MarketJob openings arent publicized Jobs are created and become available when employers come across the right candidates,Outside Candidates,5-19Informal Recruiting and th,5-20,Outside Candidates,Internet recruitingOnline recruiting TextingDot-jobsVirtual job fairsTrackingEffectivenessAdvertising media,5-20Outside CandidatesInternet,5-21,AttentionInterestDesireAction,Writing the Ad,5-21AttentionWriting the Ad,5-22,Employment Agencies,PublicNonprofit agenciesPrivate agencies,5-22Employment AgenciesPublic,5-23,Temp Agencies and Alternative Staffing,Pros and consWhat supervisors should know about temporary employees concernsLegal guidelinesAlternative staffing,5-23Temp Agencies and Alternat,5-24,Outside Candidates,Offshoring and Outsourcing JobsExecutive RecruitersReferrals and Walk-InsOn-Demand Recruiting ServicesCollege RecruitingTelecommuters,5-24Outside CandidatesOffshori,5-25,IMPROVING PERFORMANCE: HR as a Profit CenterCutting Recruitment Costs,GE Medical hires about 500 technical workers a year Cut its hiring costs by 17% GE is also using more recruitment process outsourcers,5-25IMPROVING PERFORMANCE: GE,5-26,Other Issues,Recruiting source use and effectivenessMeasuring recruiting effectiveness,5-26Other IssuesRecruiting sou,5-27,Internet recruitingAdvertisingMedia,Review,5-27Internet recruitingReview,5-28,Writing the adEmployment agenciesTemp agencies, alternative staffingOther sources of candidatesRecruiting Measuring effectiveness,Review,5-28Writing the adReview,5-29,Explain how to recruit a more diverse workforce.,5-29Explain how to recruit a m,5-30,Recruiting womenSingle parentsOlder workersRecruiting minorities Disabled workers,Recruiting a More Diverse Workforce,5-30Recruiting womenRecruiting,5-31,Review,Recruiting a more diverse workforceDeveloping and using application forms,5-31ReviewRecruiting a more di,5-32,Developing and Using Application Forms: Discuss practical guidelines for obtaining application information.,5-32Developing and Using Appli,5-33,Purpose of Application FormsApplication Forms and Predicting Job PerformanceApplication Forms and EEO law,Application Information,5-33Purpose of Application For,5-34,IMPROVING PERFORMANCE: HR Tools for Line Managers and Entrepreneurs,Application Guidelines“Employment History” section, request information on each prior employerSigning the application, the applicant should certify falsified statements may be cause for dismissal,5-34IMPROVING PERFORMANCE: App,5-35,Practical Guidelines Application Forms and EEOMandatory Arbitration,Review,5-35Practical Guidelines Revie,5-36,Improving Performance atThe Hotel Paris,Given the hotels required personnel skills, what recruiting sources would you have suggested they use, and why?What would a Hotel Paris help wanted ad look like?,5-36Improving Performance atGi,5-37,Hotel Paris Strategy Chapter 5,5-37Hotel Paris,