Chapter 5 Learning Objectives 1.Discuss how to plan for human resources needed to carry out the organization’s strategy. 2.Determine the labor demand for.

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Presentation transcript:

Chapter 5 Learning Objectives 1.Discuss how to plan for human resources needed to carry out the organization’s strategy. 2.Determine the labor demand for workers in various job categories. 3.Summarize the advantages and disadvantages of ways to eliminate a labor surplus and avoid a labor shortage.

Chapter 5 Learning Objectives (continued) 4.Describe recruitment policies organizations use to make job vacancies more attractive. 5.List and compare sources of job applicants. 6.Describe the recruiter’s role in the recruitment process, including limits and opportunities.

Overview of the Human Resource Planning Process

Reducing SurplusesReducing Shortages Labor Surplus/Shortage

Goal Setting and HR Strategies for Addressing a Labor Shortage or Surplus

Options for Reducing a Surplus

Options for Avoiding a Shortage

Implementing and Evaluating the HR Plan Accountability Authority Regular progress reviews/reports Evaluation of results - actual numbers, success or failure?

Recruiting Human Resources The role of human resource recruitment is to build a supply of potential new hires that the organization can draw on if the need arises.

Three Aspects of Recruiting

Personnel Policies Several personnel policies are especially relevant to recruitment:

INTERNAL EXTERNAL Sources of Recruiting