人力资源管理版本.pptVIP

Considerations in Forecasting Personnel Needs How to Forecast Personnel Needs Determining the Relationship Between Hospital Size and Number of Nurses Recruiting Yield Pyramid Recruiting Job Candidates Types of Employment Agencies Some Reasons for Choosing to Use and Employment Agency Common Alternative Staffing Options Application Forms Equal Opportunity and Application Forms * ? Prentice Hall, 2000 Chapter 4 * 4 Gary Dessler Human Resource Management, 8th Edition Chapter Four Personnel Planning and Recruiting Behavioral Objectives Explain the process of forecasting personal requirements. Discuss the pros and cons of eight methods used for recruiting job candidates. Describe how to develop an application form. Explain how to use application forms to predict job performance. When you finish studying this chapter, you should be able to: 1 1. Projected turnover (as a result of resignations or terminations) 2. Quality and skills of your employees (in relation to what you see as the changing needs of your organization) 3. Decisions to upgrade the quality of products or services or enter into new markets 4. Technological and other changes resulting in increased productivity 5. The financial resources available to your department 2 There are several ways to predict future employment needs. They include the following: Trend Analysis Ratio Analysis The Scatter Plot Using Computers to Forecast Personnel Requirements Managerial Judgment 3 200 400 600 800 1000 1200 1400 200 400 600 800 1000 1200 (1210) Hospital Size (No. of Beds) Number of Registered Nurses 4 50 100 150 200 1200 New hires Offers made (2:1) Candidates interviewed (3:2) Candidates invited (4:3) Leads generated (6:1) 5 Some sources of job candidates include: Advertising as a source of Candidates Employment agencies as a source of candidates Alternative Staffing Techniques Executive recruiters as a source of candidates College recruiting as a source of candidate