Recruiting, Staffing, and Employment Management Module 05

2 Course construction Information Systems Information Systems HRIS Project Mgmt Human Resource Mgmt HRIS Employee Self-Service Manager Self-Service Recruiting and Staffing Compensation Benefits Training and Development Performance Mgmt Employee Self-Service Manager Self-Service Recruiting and Staffing Compensation Benefits Training and Development Performance Mgmt Project Life Cycle Planning & Designing Software & Hardware Selection Vendor Selection Using HRMS Consultants Contracts and Warranties in HRMS HRMS Implementation Maintaining & Enhancing an HRMS Managing HRMS Project Life Cycle Planning & Designing Software & Hardware Selection Vendor Selection Using HRMS Consultants Contracts and Warranties in HRMS HRMS Implementation Maintaining & Enhancing an HRMS Managing HRMS Recruiting Training and Devlpmt Performance Compensation Benefits HR Service Centers HR Outsourcing Recruiting Training and Devlpmt Performance Compensation Benefits HR Service Centers HR Outsourcing

3 The Role of Applicant and Employment Management

4 In what ways can automated applicant and employment management contribute to more efficient, productive recruiting? Cost savings—efficiencies in computerized file searches, letter writing, and data sorting More productive analysis of past recruiting efforts: where best candidates came from, what advertising techniques were most successful. Coordinating placement activities when positions are similar Faster and more consistent screening of candidates Faster and more appropriate hiring decisions More complete, consistent, and professional communications More easily keep job posting list current Increase the ease and accuracy of compliance requirements

5 Components of Staffing Walker, Figure 5-1, Page 55

6 A Good System Tracks Employees as well as Applicants Provide all basic data about employees in one consolidated master file. Enhance management understanding of employee use and costs. Information from this data base can contribute to management planning on employee movement, transfers, promotions, and career training and development. Automatically monitor salary and wage costs by cost or profit center.

7 Data Requirements and Sources

8 Employee Life Cycle

9 What Applicant Data is Required? Demographics about the applicant Position description with salary range Applicant education, job skills, employment history, etc. Applicant source Applicant status

10 What Employee Data is Required? Employee number, Social Security Number (SSN), category, status, hire date Job family, title, job grade, Pay type, salary/rate of pay Citizenship status, security clearance, bonding Internal job history, site/location, supervisor, seniority Emergency contacts

11 What Job Requisition Data is Required? Requisition number, type, job category, job classification, job title Organization Date job requisition authorized Experience requirements Education requirements Certification/license requirements Department, site Job grade, start date, hiring authority Requisition status, date filled

12 What are the reporting requirements? Job requisition –Job posting list –Job requisition by site –Job requisition by qualifications –Job requisition summary –Job requisition status Applicant tracking –Applicant log –Applicant flow –Applicant and employee source –Applicant tracking –Job tracking –Applicant profile Applicant communications New-hire forms –New-hire forms –New-hire report –Employee referral bonus Employment management –Employee profile –Employee history –License and credentials –Employment activity –Recruiter –College recruitment scheduling Position management Outplacement progams Interface with EEO, benefits planning, and payroll