Professional Documents
Culture Documents
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FIGURE 51
The recruitment and selection process is a series of hurdles aimed at selecting the best candidate for the job.
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planning and forecasting. 2. Build a pool of candidates for theses jobs by recruiting internal or external candidates. 3. Have applicants complete application forms and perhaps undergo an initial screening interview. 4. Use selection techniques like tests, background investigations, and physical exams to identify viable candidates. 5. Finally, decide who to make an offer to, by having the supervisor and (perhaps) others on the team interview the final candidates.
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process of deciding what positions the firm will have to fill, and how to fill them.
Personnel planning covers all the firms
future positions, from maintenance clerk to CEO. However, most firms use succession planning to refer to the process of deciding how to fill the companys most important executive jobs.
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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. Strategic 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
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Trend Analysis
Ratio Analysis
Scatter Plotting
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Analysis Trend analysis means studying variations in your firms employment levels over the last few years to predict future needs.
approach, ratio analysis, means making forecasts based on the ratio between (1) some causal factor (like sales volume) and (2) the number of employees required (for instance, number of salespeople).
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Cont.
The Scatter Plot A scatter plot shows graphically how two variables.such as a measure of business activity and your firms staffing levels.are related. If they are, then if you can forecast the level of business activity, you should also be able to estimate your personnel requirements. Managerial Judgment Whichever forecasting method you use, managerial judgment will play a big role. Its rare that any historical trend, ratio, or relationship will simply continue unchanged into the future. Youll therefore have to modify thehe forecast based on factors.such as projected turnover or a desire to enter new markets.you believe will be important.
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Number of nurses
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Determination of future staff needs by projecting sales, volume of production, and personnel required to maintain this volume of output, using software packages
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how many employees needed, next, the supply- both internal and external must be estimated. Qualification inventories can facilitate the supply of internal candidates
Manual or computerized records listing employees education, career and development interests, languages, special skills, and so on, to be used in selecting inside candidates for promotion
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There are several types of manual systems used to track employee qualification
Personnel inventory &
Personnel replacement
chart;Company records showing present performance and promotability of inside candidates for the most important positions Position replacement card; A card prepared for each position in a company to show possible replacement candidates and their qualifications
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Product knowledge
Industry experience Formal education
Career interests
Performance appraisals Skills
Training courses
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Disadvantages
Failed applicants become
candidates skills
Candidates have a stronger
discontented Time wasted interviewing inside candidates who will not be considered
Inbreeding strengthens
required
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publicizing the open job to employees and listing its attributes like qualifications, supervisor, work schedule, and pay rate
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Outside sources of
candidates
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Satisfactory
Poor
Comments:
Completed by
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Internet Recruiting
While monster.com may have 5
Go to
Tripod and Yahoo also search resume databases for locating possible employees
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Percentage of employers reporting best-performing sources for hiring without regard to cost, 2004.
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Housing Arrangements
Arrest Record
Marital Status
Physical Handicaps
Memberships in Organizations
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applications as a tool to predict future performance They conduct statistical studies to find relationships between responses and success
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Employme nt Applicatio n