1 / 9

Personnel Planning and Recruitment

Personnel Planning and Recruitment. Forecasting Need for Employees. Many American firms are weak in this area. Lay offs Shortages Schools not producing skills needed. Forecasting Options. Trends Ratios- Sales/Production, turnover rates Scatter plots (correlations) Weakness

vilina
Télécharger la présentation

Personnel Planning and Recruitment

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. Personnel Planning and Recruitment

  2. Forecasting Need for Employees • Many American firms are weak in this area. • Lay offs • Shortages • Schools not producing skills needed

  3. Forecasting Options • Trends • Ratios- Sales/Production, turnover rates • Scatter plots (correlations) • Weakness • No alignment with strategy • Old way of doing business • Built in low productivity standards

  4. Internal Forecast • Employer need to know versus individual right to privacy • Who has access to personnel data?

  5. Recruitment • Who do you want? • Right person on the bus, in the right seat, at the right time • Succession planning • Identifying and analyzing key jobs • Creating and assessing candidates • Selecting the right people • Who is going to do it? • In house staff, headhunters, temp agencies

  6. Finding Outside Candidates • Advertising – TV, Web, Newspapers • College campuses • Walk-ins • Women • Minorities • Single Parents • Older workers • Former workers

  7. Filling the job • Temp workers • Full Time worker • Offshore/Outsource

  8. Use of Applications • Gather substantive data (education, work experience) • Previous growth and career progress • Stability • Data base to make a prediction of success in job

  9. We need nurses!!!! • How many? • When? • Where will you find them? • How will you let them know about the job? • How will you fill them (permanent, temporary, outside staffing)? Why • How will you attract them to the job? • What data do you need about them? • How are you going to get it? • How do you know your efforts are an example of a high-performing HR Department?

More Related