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Personnel Planning and Recruiting

Chapter 5. Part 2 | Recruitment and Placement. Personnel Planning and Recruiting. After studying this chapter, you should be able to:. Explain the main techniques used in employment planning and forecasting. List and discuss the main outside sources of candidates.

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Personnel Planning and Recruiting

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  1. Chapter 5 Part 2 | Recruitment and Placement Personnel Planning and Recruiting © 2008 Prentice Hall, Inc. All rights reserved. www.bzupages.com

  2. After studying this chapter, you should be able to: • Explain the main techniques used in employment planning and forecasting. • List and discuss the main outside sources of candidates. • Effectively recruit job candidates. • Name and describe the main internal sources of candidates. • Develop a help wanted ad. • Explain how to recruit a more diverse workforce. © 2008 Prentice Hall, Inc. All rights reserved.

  3. ForecastingTools Trend Analysis Ratio Analysis Scatter Plotting Forecasting Personnel Needs © 2008 Prentice Hall, Inc. All rights reserved.

  4. Qualification Inventories Manual Systems and Replacement Charts Computerized Information Systems Forecasting the Supply of Inside Candidates © 2008 Prentice Hall, Inc. All rights reserved.

  5. Evaluating Recruiting Effectiveness What to Measure How to Measure Measuring Recruiting Effectiveness © 2008 Prentice Hall, Inc. All rights reserved.

  6. Job Posting Rehiring Former Employees Hiring from Within Succession Planning (HRIS) Finding Internal Candidates © 2008 Prentice Hall, Inc. All rights reserved.

  7. Types of Employment Agencies Public Agencies Nonprofit Agencies Private Agencies Employment Agencies © 2008 Prentice Hall, Inc. All rights reserved.

  8. Political and Military Instability Cultural Misunderstandings Resentment and anxiety of U.S. employees/unions MainIssues Customers’ security and privacy concerns Costs of foreign workers Special training of foreign employees Foreign contracts, liability, and legal concerns Offshoring/Outsourcing White-Collar and Other Jobs © 2008 Prentice Hall, Inc. All rights reserved.

  9. Single Parents The Disabled Older Workers Minorities and Women Welfare-to-Work Recruiting A More Diverse Workforce © 2008 Prentice Hall, Inc. All rights reserved.

  10. Developing and Using Application Forms Uses of Application Information Applicant’s education and experience Applicant’s progress and growth Applicant’s employment stability Applicant’s likelihood of success © 2008 Prentice Hall, Inc. All rights reserved.

  11. Education Achievements Arrest Record Housing Arrangements Areas of Personal Information Notification in Case of Emergency Marital Status Physical Handicaps Memberships in Organizations Application Forms and the Law © 2008 Prentice Hall, Inc. All rights reserved.

  12. employment or personnel planning trend analysis ratio analysis scatter plot computerized forecast qualifications inventories personnel replacement charts position replacement card recruiting yield pyramid job posting succession planning alternative staffing on demand recruiting services (ODRS) application form K E Y T E R M S © 2008 Prentice Hall, Inc. All rights reserved.

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