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5 5-1 Personnel Planning and Recruiting Human Resource Management 14th Edition, Global Edition Gary Dessler Copyright © 2015 Pearson Education Ltd. 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 Copyright © 2015 Pearson Education Ltd. 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 Copyright © 2015 Pearson Education Ltd. 5-4 Explain the main techniques used in employment planning and forecasting. Copyright © 2015 Pearson Education Ltd. 5-5 Introduction Copyright © 2015 Pearson Education Ltd. 5-6 Workforce Planning and Forecasting Workforce planning ideally precedes recruitment and selection Differs from succession planning Towers Watson Workforce MAPS Copyright © 2015 Pearson Education Ltd. 5-7 Workforce Planning and Forecasting Strategy and workforce planning Forecasting personnel needs (labor demand) Trend analysis Ratio analysis The scatter plot Copyright © 2015 Pearson Education Ltd. 5-8 Forecasting the Supply of Inside Candidates Manual systems and replacement charts Computerized skills inventories Markov analysis Privacy Copyright © 2015 Pearson Education Ltd. 5-9 Forecasting the Supply of Outside Candidates Talent management Action planning for labor supply and demand Succession Planning Copyright © 2015 Pearson Education Ltd. 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 Valero’s labor needs based on past trends. Copyright © 2015 Pearson Education Ltd. 5-11 Review Forecasting Manual vs. comput