人性管理－为你的员工量体裁衣（PPT23页）

1、4Gary DesslerHuman Resource Management, 8th EditionChapter FourPersonnelPlanning andRecruiting1Behavioral ObjectivesExplain the process of forecasting personal requirements.Discuss the pros and cons of eight methods used for recruiting job candidates.Describe how to develop an application form.Expla

2、in how to use application forms to predict job performance.When you finish studying this chapter, you should be able to:12Considerations in Forecasting Personnel Needs1. Projected turnover (as a result of resignations or terminations)2. Quality and skills of your employees (in relation to what you s

3、ee as the changing needs of your organization)3. Decisions to upgrade the quality of products or services or enter into new markets4. Technological and other changes resulting in increased productivity5. The financial resources available to your department23How to Forecast Personnel NeedsThere are s

4、everal ways to predict future employment needs. They include the following:Trend AnalysisRatio AnalysisThe Scatter PlotUsing Computers to Forecast PersonnelRequirementsManagerial Judgment34Determining the Relationship Between Hospital Size and Number of Nurses2004006008001000120014002004006008001000

5、1200(1210)Hospital Size (No. of Beds)Number of Registered Nurses45Recruiting Yield Pyramid501001502001200New hiresOffers made (2:1)Candidates interviewed (3:2)Candidates invited (4:3)Leads generated (6:1)56Recruiting Job CandidatesSome sources of job candidates include:Advertising as a source of Can

6、didatesEmployment agencies as a source of candidatesAlternative Staffing TechniquesExecutive recruiters as a source of candidatesCollege recruiting as a source of candidatesReferrals and walk-ins as a source of candidatesRecruiting on the Internet67Types of Employment AgenciesThere are three types o

7、f employment agencies:Public agencies operated byfederal, state, or local governmentsAgencies associated with nonprofitorganizationsPrivately owned agencies78Some Reasons for Choosing to Use and Employment AgencyYour firm does not have its own HR department and is not geared to do recruiting and scr

8、eening.Your firm has found it difficult in the past to generate a poolof qualified applicants.A particular opening must be filled quickly.There is a perceived need to attract a greater number ofminority or female applicants.The recruitment effort is aimed at reaching individuals who are currently em

9、ployed and who might feel more comfortabledealing with employment agencies rather than competingcompanies.89Common Alternative Staffing OptionsTraditional temporary help.Long-term temporary assignments.Master vendor arrangements.In-house temporary employees.Payrolling.Part-time employees.Independent

10、 contractors.Contract technical workers.Employee leasing.Outsourcing or managed services.Temp-to-perm programs.Temp-to-lease programs.910Application FormsThe application form is a good way to quicklycollect verifiable and therefore fairly accurate historical data from the candidate. It usuallyincludes information about such areas as education, prior work history, and hobbies.1011Equal Opportunity and Application FormsSeveral subtle types of potentially discriminatory questions often cre