Chap006 internal recruitment_editing


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Chap006 internal recruitment_editing

  1. 1. Part 3 Staffing Activities: Recruitment Chapter 06: Internal Recruitment McGraw-Hill/Irwin Copyright © 2012 by The McGraw-Hill Companies, Inc. All rights reserved.
  2. 2. Staffing Organizations Model Staffing Policies and Programs Staffing System and Retention Management Support Activities Legal compliance Planning Job analysis Core Staffing Activities Recruitment: External, internal Selection: Measurement, external, internal Employment: Decision making, final match 6- Organization Strategy HR and Staffing Strategy Organization Mission Goals and Objectives
  3. 3. Chapter Outline <ul><li>Recruitment Planning </li></ul><ul><ul><li>Organizational Issues </li></ul></ul><ul><ul><li>Administrative Issues </li></ul></ul><ul><ul><li>Timing </li></ul></ul><ul><li>Strategy Development </li></ul><ul><ul><li>Closed, Open, and Hybrid Recruitment </li></ul></ul><ul><ul><li>Recruitment Sources </li></ul></ul><ul><ul><li>Recruitment Metrics </li></ul></ul><ul><li>Communication Message and Medium </li></ul><ul><ul><li>Communication Message </li></ul></ul><ul><ul><li>Communication Medium </li></ul></ul><ul><li>Applicant Reactions </li></ul><ul><li>Transition to Selection </li></ul><ul><li>Legal Issues </li></ul><ul><ul><li>Affirmative Action Programs Regulations </li></ul></ul><ul><ul><li>Bona Fide Seniority Systems </li></ul></ul><ul><ul><li>The Glass Ceiling </li></ul></ul>6-
  4. 4. Learning Objectives for This Chapter <ul><li>Be able to engage in effective internal recruitment planning activities </li></ul><ul><li>Apply concepts of closed, open, and hybrid recruitment to the internal recruiting process </li></ul><ul><li>Recognize which recruitment sources are available for internal candidates </li></ul><ul><li>Evaluate internal recruiting based on established metrics </li></ul><ul><li>Be able to evaluate communication messages for internal selection </li></ul><ul><li>Recognize how applicant reactions influence the effectiveness of a recruiting plan </li></ul><ul><li>Understand how affirmative action plans are implemented for internal recruiting </li></ul>6-
  5. 5. Ex. 6.1: Hierarchical Mobility Paths 6-
  6. 6. Exh. 6.2: Alternative Mobility Paths 6-
  7. 7. Examples: Ways to Make Work Meaningful <ul><li>When upward mobility is limited by alternative mobility paths, special steps need to be taken to ensure that work remains meaningful </li></ul><ul><ul><li>Alternative reward systems </li></ul></ul><ul><ul><li>Team building </li></ul></ul><ul><ul><li>Counseling </li></ul></ul><ul><ul><li>Alternative employment </li></ul></ul>6-
  8. 8. Characteristics of a Mobility Path Policy <ul><li>Intent of policy is clearly communicated </li></ul><ul><li>Policy is consistent with philosophy and values of top management </li></ul><ul><li>Scope of policy is clearly articulated </li></ul><ul><li>Employees’ responsibilities and opportunities for development are clearly defined </li></ul><ul><li>Supervisors’ responsibilities for employee development are clearly stated </li></ul><ul><li>Procedures are clearly described </li></ul><ul><li>Rules regarding compensation and advancement are included </li></ul><ul><li>Rules regarding benefits and benefit changes are included </li></ul>6-
  9. 9. Recruitment Planning: Administrative Issues <ul><li>Requisitions </li></ul><ul><li>Coordination between internal and external efforts </li></ul><ul><ul><li>Establish internal staffing specialist positions (placement/classification professionals) to ensure consideration of internal candidates </li></ul></ul><ul><ul><li>Create policies specifying number and types of candidates sought both internally and externally </li></ul></ul><ul><li>Budget </li></ul><ul><li>Recruitment Guide </li></ul><ul><ul><li>Ex. 6.3: Internal Recruitment Guide </li></ul></ul>6-
  10. 10. Strategy Development: Closed Recruitment <ul><li>Definition </li></ul><ul><ul><li>Employees are not informed of job vacancies </li></ul></ul><ul><li>Advantages </li></ul><ul><li>Disadvantages </li></ul>6-
  11. 11. Strategy Development: Open Recruitment <ul><li>Definition </li></ul><ul><ul><li>Employees are made aware of job vacancies </li></ul></ul><ul><ul><li>Job posting and bidding system </li></ul></ul><ul><li>Advantages </li></ul><ul><li>Disadvantages </li></ul>6-
  12. 12. Exhibit 6.6 Choosing Among Open, Closed, and Hybrid Internal Recruiting 6-
  13. 13. Strategy Development: Recruitment Sources <ul><li>Job posting </li></ul><ul><li>Intranet and intraplacement </li></ul><ul><li>Talent management system </li></ul><ul><li>Nominations </li></ul><ul><li>In-house temporary pools </li></ul><ul><li>Replacement and succession plans </li></ul><ul><li>Career development centers </li></ul>6-
  14. 14. Talent Management System <ul><li>Comprehensive method for monitoring and tracking employee skills and abilities </li></ul><ul><ul><li>Identify the KSAOs required for all jobs </li></ul></ul><ul><ul><li>The complete set of KSAOs is compiled into a master list. </li></ul></ul><ul><ul><li>The current workforce will need to be assessed for its competence in this set of KSAOs </li></ul></ul><ul><ul><li>When positions come open, managers make a query to the talent management system to determine which employees are ready to come into open positions. </li></ul></ul><ul><li>Often coupled with specific human resources information systems (HRIS) to facilitate tracking KSAOs in the workforce </li></ul>6-
  15. 15. Career Development Centers <ul><li>Provide employees with opportunities to take interest inventories, assess their personal career goals, and interview with representatives across the organization </li></ul><ul><li>Can be an effective retention tool for employees who desire a change, but the cost is often very high so ROI should be assessed regularly </li></ul>6-
  16. 16. Metrics for Evaluating Recruiting Methods <ul><li>Quantity </li></ul><ul><li>Quality </li></ul><ul><li>Cost </li></ul><ul><li>Impact on HR Outcomes </li></ul><ul><ul><li>Employee satisfaction </li></ul></ul><ul><ul><li>Job performance </li></ul></ul><ul><ul><li>Diversity </li></ul></ul><ul><ul><li>Retention </li></ul></ul><ul><li>Ex. 6.7 Potential Recruiting Metrics for Different Sources </li></ul>6-
  17. 17. Searching: Communication Message <ul><li>Realistic </li></ul><ul><ul><li>Different for internal applicants </li></ul></ul><ul><ul><li>May be needed for unknown or newly created jobs </li></ul></ul><ul><li>Targeted </li></ul><ul><ul><li>Focus on job rewards matrix </li></ul></ul>6-
  18. 18. Searching: Communication Medium <ul><li>Job posting </li></ul><ul><li>Other written documents </li></ul><ul><ul><li>Brochures </li></ul></ul><ul><ul><li>Videocassettes </li></ul></ul><ul><ul><li>Diskettes </li></ul></ul><ul><li>Potential supervisors and peers </li></ul><ul><li>Informal systems </li></ul>6-
  19. 19. Applicant Reactions <ul><li>Minimal research regarding reactions of applicants to internal recruitment process </li></ul><ul><li>Perceived fairness </li></ul><ul><ul><li>Distributive justice - Perceived fairness of actual decision </li></ul></ul><ul><ul><li>Procedural justice - Perceived fairness of process (policies and procedures) </li></ul></ul>6-
  20. 20. Transition to Selection <ul><li>Involves making applicants aware of </li></ul><ul><ul><li>Next steps in hiring process </li></ul></ul><ul><ul><ul><li>Selection methods used and instructions </li></ul></ul></ul><ul><ul><li>Expectations and requirements </li></ul></ul>6-
  21. 21. Legal Issues: Glass Ceiling - Overcoming Barriers <ul><li>Ex. 6.9: Ways to Improve Advancement for Women and Minorities </li></ul><ul><ul><li>Examine the organizational culture </li></ul></ul><ul><ul><li>Drive change through management commitment </li></ul></ul><ul><ul><li>Foster inclusion </li></ul></ul><ul><ul><li>Educate and support women in career development </li></ul></ul><ul><ul><li>Measure for change </li></ul></ul>6-