DESSLER人力资源管理_05.pptVIP

After studying this chapter, you should be able to: Explain the main techniques used in HR planning and forecasting Discuss the main internal sources of candidates Discuss the main external sources of candidates Explain how to recruit job candidates Develop a “help wanted” ad Discuss recruitment practices in some companies in Asia The Recruitment and Selection Process HR Planning The Recruitment and Selection Process – Steps 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. Planning and Forecasting Employment or personnel planning The process of deciding what positions the firm will have to fill, and how to fill them. Succession planning 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 HR Needs First step in HR planning Forecast revenue Estimate the number of persons needed to achieve this volume Forecasting HR Needs Trend analysis The study of a firm’s past employment needs over a period of years to predict future needs. Ratio analysis 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. Forecasting HR Needs Scatter plot A graphical method used to help identify the relationship between two variables. Determining the Relationship Between Hospital Size and Number of Nurse