HRM10eCH05.ppt

Personnel Planning and Recruiting After studying this chapter, you should be able to: Explain the main techniques used in employment planning and forecasting. List and discuss the main outside sources of candidates. Effectively recruit job candidates. Name and describe the main internal sources of candidates. Develop a help wanted ad. The Recruitment and Selection Process Decide what positions you’ll have to fill through personnel planning and forecasting. Build a pool of candidates for these jobs by recruiting internal or external candidates. Have candidates complete application forms and perhaps undergo an initial screening interview. Use selection techniques like tests, background investigations, and physical exams to identify viable candidates. Decide who to make an offer to, by having the supervisor and perhaps others on the team interview the candidates. Steps in Recruitment and Selection Process Planning and Forecasting （人事计划与预测） Employment or personnel planning（雇佣和人事计划） The process of deciding what positions the firm will have to fill, and how to fill them. Succession planning （继任规划） The process of deciding how to fill the company’s most important executive jobs. What to forecast? Overall personnel needs The supply of inside candidates The supply of outside candidates Linking Employer’s Strategy to Plans Forecasting Personnel Needs Trend analysis (趋势分析) The study of a firm’s past employment needs over a period of years to predict future needs. Ratio analysis （比率分析） A forecasting technique for determining future staff needs by using ratios between a causal factor and the number of employees needed. Assumes that the relationship between the causal factor and staffing needs is constant The Scatter Plot Scatter plot （散点分析） A graphical method used to help identify the relationship between two variables. Determining the Relationship Between Hospital Size and Number of Nurses Using Computers to Forecast Personnel Requirements Computerized forecasts （运用计算机 预测人员需求