Personnel Planning and Recruiting ( chapter 5 )
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Personnel Planning and Recruiting ( chapter 5 )

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After studying this chapter, you should be able to: ...

After studying this chapter, you should be able to:

1. Explain the main techniques used in employment planning and forecasting.
2. List and discuss the main outside sources of candidates.
3. Effectively recruit job candidates.
4. Name and describe the main internal sources of candidates.
5. Develop a help wanted ad.
6. Explain how to recruit a more diverse workforce.

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    Personnel Planning and Recruiting ( chapter 5 ) Personnel Planning and Recruiting ( chapter 5 ) Presentation Transcript

    • Human Resource Management ELEVENTH EDITION 1 GARY DESSLER Part 2 | Recruitment and Placement Chapter 5 Personnel Planning and Recruiting © 2008 Prentice Hall, Inc. All rights reserved. PowerPoint Presentation by Charlie Cook The University of West Alabama
    • After studying this chapter, you should be able to: 1. Explain the main techniques used in employment planning and forecasting. 2. List and discuss the main outside sources of candidates. 3. Effectively recruit job candidates. 4. Name and describe the main internal sources of candidates. 5. Develop a help wanted ad. 6. Explain how to recruit a more diverse workforce. © 2008 Prentice Hall, Inc. All rights reserved. 5–2
    • Forecasting Personnel Needs Forecasting Tools Trend Analysis Ratio Analysis © 2008 Prentice Hall, Inc. All rights reserved. Scatter Plotting 5–3
    • Forecasting the Supply of Inside Candidates Qualification Inventories Manual Systems and Replacement Charts © 2008 Prentice Hall, Inc. All rights reserved. Computerized Information Systems 5–4
    • Measuring Recruiting Effectiveness Evaluating Recruiting Effectiveness What to Measure © 2008 Prentice Hall, Inc. All rights reserved. How to Measure 5–5
    • Finding Internal Candidates Rehiring Former Employees Job Posting Hiring from Within Succession Planning (HRIS) © 2008 Prentice Hall, Inc. All rights reserved. 5–6
    • Employment Agencies Types of Employment Agencies Public Agencies Nonprofit Agencies © 2008 Prentice Hall, Inc. All rights reserved. Private Agencies 5–7
    • Offshoring/Outsourcing White-Collar and Other Jobs Political and Military Instability Resentment and anxiety of U.S. employees/unions Costs of foreign workers Special training of foreign employees Cultural Misunderstandings Main Issues © 2008 Prentice Hall, Inc. All rights reserved. Customers’ security and privacy concerns Foreign contracts, liability, and legal concerns 5–8
    • Recruiting A More Diverse Workforce Single Parents The Disabled Welfare-to-Work © 2008 Prentice Hall, Inc. All rights reserved. Older Workers Minorities and Women 5–9
    • Developing and Using Application Forms Uses of Application Information Applicant’s education and experience Applicant’s progress and growth © 2008 Prentice Hall, Inc. All rights reserved. Applicant’s employment stability Applicant’s likelihood of success 5–10
    • Application Forms and the Law Education Achievements Arrest Record Housing Arrangements Areas of Personal Information Marital Status Physical Handicaps © 2008 Prentice Hall, Inc. All rights reserved. Notification in Case of Emergency Memberships in Organizations 5–11
    • KEY TERMS employment or personnel planning trend analysis ratio analysis scatter plot computerized forecast qualifications inventories personnel replacement charts © 2008 Prentice Hall, Inc. All rights reserved. position replacement card recruiting yield pyramid job posting succession planning alternative staffing on demand recruiting services (ODRS) application form 5–12