1 / 12

Class 5

Class 5. Staffing and Employee Separation. Today’s agenda. HR planning HR hiring Recruitment Selection Video “Filtering the labour market” Overview of Chapter 6 on employee separation. HR planning. Corporate strategy HR strategy  HR objectives

abraham-saunders
Télécharger la présentation

Class 5

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Class 5 Staffing and Employee Separation

  2. Today’s agenda • HR planning • HR hiring • Recruitment • Selection • Video “Filtering the labour market” • Overview of Chapter 6 on employee separation

  3. HR planning • Corporate strategy HR strategy  HR objectives • Forecast demand of HR (qualitative, quantitative) • Forecast supply of HR (internal, external) • Develop an HR plan to close the gap (long-term, short-term) • Implement the HR plan • Appraise and control the HR plan (HRIS)

  4. The Hiring Process Recruitment Selection Socialization

  5. Recruitment: Job posting • List only requirements that are absolutely necessary to perform the job (use current job description) • List the minimum qualifications and specifications • Do not misrepresent the job to make it look more appealing • Use gender-neutral language • Do not imply conclusions about what kind of person is capable of performing the job • Give information about the working environment, career development, benefits • Create a positive image of the organization • Include full contact information

  6. Selection: Items to be avoided on the application form • Appearance (race, colour, eyes, hair or weight) • Gender • Family and marital status • Age • National or ethnic origin • Social Insurance Number • Religion • Disability • Sexual orientation • Substance Addiction • Criminal conviction

  7. Selection: tests • Potential source of systemic discrimination • Need to accurately predict KSAs • Tests need to be reliable and valid • Ability tests – need to be performance related • Work-sample tests – highly valid • Personality tests – apply with caution • Drug tests – legally ambiguous • Honesty tests – controversial • Graphology tests – dubious validity • Assessment centres, in-basket exercises

  8. Selection: interview • Avoid the same illegal issues as on the application form • Use structured interview (script), make notes • Base the questions on the job posting and job analysis • Use behavioural interview to assess the overall fit of the candidate • Do not get too informal

  9. Selection: reference checks • Controversial issue • Important to perform to avoid legal liability of negligent hiring • Who gives references? • Often performed only upon the employee written authorization • Letters of recommendation – high degree of positivity

  10. Current staffing challenges • Inadequacy between the required job skills and the existing labour pool • “Making” versus “buying” staffing decisions • Under-qualified versus over-qualified applicants • Any other challenges?

  11. Employee separation (Chapter 6) • Costs and benefits of separations • Voluntary and involuntary separations • Dismissal and layoff • Early retirement • Alternatives to layoffs • Procedure of layoff • Outplacement – assistance in finding a new job

  12. Bottom – line of Class 5 • HR planning addresses the gap between HR demand and supply • Job posting should contain only the most essential requirements, specifications, and minimum qualifications • There is a list of illegal issues that should not be included in the application forms and asked in interviews • Recruiters have to be careful when using tests as a selection tool as they might not be valid predictors of employee future performance • Do not perform unauthorized reference checks!

More Related