Human Resource Management Lecture-16

Taking appropriate actions Forecasting the supply of human resources Forecasting the demand for human resources Comparing forecasted supply and forecasted demand Taking appropriate actions

Outcomes of Human Resource Planning

Comparison of demand and supply Supply larger than demand Demand higher than supply Demand equal to supply Plan for workforce reduction Plan for growth Plan for stability

Job Analysis Job description Job specification Job evaluation

Recruitment Selection Socialization

Recruitment The process of generating a pool of qualified candidates for a particular job; the first step in the hiring process.

Selection The process of making a “hire” or “no hire” decision regarding each applicant for a job

Socialization The process of orienting new employees to the organization or the unit in which they will be working

Searching for and obtaining qualified job candidates 3

After employment planning Assuming people are available with right skills, knowledge, and abilities To discover potential job candidates

Directly related to HR planning and selection Represents the first contact between organizations and prospective employees

Recruiting is a two-way street Recruiting is a two-way street. Organizations are looking for qualified applicants and applicants are looking at potential employment opportunities.

Goals of Recruiting Attract qualified applicants Encourage unqualified applicants to self-select themselves out

ATTRACT POTENTIAL Communicate the position so that they respond The more, the better

NOT UNQUALIFIED Self select out Saves time, money The less, the better

? Individual Goals Attract a pool of qualified applicants Keep pool at manageable size Provide realistic job previews Organizational Goals ? Meet work-related goals Meet personal goals Address personal needs Individual Goals

The best hiring occurs when the goals of the organization and the goals of the individual have consistency.

To recruit effectively, an organization must clearly understand the goals it hopes to accomplish.

Positive Salary Benefits Potential Respect

Negative Declining industry Poor quality, safety Indifferent to workers

More Constraints

Attractiveness of Job Boring Hazardous Low pay No potential Anxiety-creating

Internal organizational policies Promote from within

Government influence Recruiting costs

Global Issues

Host country national or expatriate???? Depends On…

Culture Political Economical Technology, Skill Legal restrictions

Short-run Long-run

Role of diversity in the organization Legal compliance Diversity as a source of strategic strength

Marketing orientation Applicants are viewed as “commodities”. Applicants are viewed as “customers”.

Labor force population Applicant population Applicant pool Individuals selected

Labor Markets Geographic Industry and Occupational KSAs Local Regional National International Educational and Technical Qualifications