哈佛商学院MBA授课讲义Chap.pptVIP

McGraw-Hill/Irwin ? 2006 The McGraw-Hill Companies, Inc. All rights reserved. 第一页，共二十页。 Part Two: Acquisition and Preparation of Human Resources Chapter 5 - Human Resource Planning and Recruitment Chapter 6 - Selection and Placement Chapter 7 - Training Chapter 5 ? 2006 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill/Irwin 第二页，共二十页。 Human Resource Planning and Recruitment Discuss how to align a company’s strategic direction with its human resource planning. Determine the labor demand for workers in various job categories. Discuss the advantages and disadvantages of various ways of eliminating a labor surplus and avoiding a labor shortage. McGraw-Hill/Irwin ? 2006 The McGraw-Hill Companies, Inc. All rights reserved. 5 Chapter 第三页，共二十页。 Human Resource Planning and Recruitment Describe the various recruitment policies that organizations adopt to make job vacancies more attractive. List the various sources from which job applicants can be drawn, their relative advantages and disadvantages, and the methods for evaluating them. Explain the recruiter’s role in the recruitment process, the limits the recruiter faces, and the opportunities available. 5 Chapter McGraw-Hill/Irwin ? 2006 The McGraw-Hill Companies, Inc. All rights reserved. 第四页，共二十页。 Stages in Human Resource Planning Forecasting Labor Demand Labor Supply Goal Setting and Strategic Planning Program Implementation and Evaluation McGraw-Hill/Irwin ? 2006 The McGraw-Hill Companies, Inc. All rights reserved. 第五页，共二十页。 Forecasting Stage of Human Resource Planning Determining Labor Demand derived from product/service demanded external in nature Determining Labor Supply internal movements caused by transfers, promotions, turnover, retirements, etc. transitional matrices identify employee movements over time useful for AA / EEO purposes Determining Labor Surplus or Shortage McGraw-Hill/Irwin ? 2006 The McGraw-Hill Companies, Inc. All rights reserved. 第六页，共二十页。 Strategies for Reducing an Expected Labor