2. Acquiring and Preparing Human Resources2
Acquiring and Preparing Human Resources
Planning for and Recruiting Human Resources
Selecting Employees and Placing them in Jobs
Training Employees

3. Planning for and Recruiting Human Resources5 C H A P T E R
Planning for and Recruiting Human Resources
The Process of Human Resource Planning
Recruiting Human Resources
Recruitment Sources
Recruiter Traits and Behaviors

4. Ch. 5 Learning Objectives
Discuss how to plan for human resources needed to carry out the organization's strategy.
Determine the labor demand for workers in various job categories.
Summarize the advantages and disadvantages of ways to eliminate a labor surplus and avoid a labor shortage.
Describe recruitment policies organizations use to make job vacancies more attractive
List and compare sources of job applicants.
Describe the recruiter’s role in the recruitment process, including limits and opportunities.
McGraw-Hill/Irwin
© 2007 The McGraw-Hill Companies, Inc. All rights reserved.

5. Human Resource Planning
Figure 5.1
McGraw-Hill/Irwin
© 2007 The McGraw-Hill Companies, Inc. All rights reserved.

6. HR Planning Forecasting Demand for Labor
Trend analysis- using statistical models to predict labor demand for next year using….
Leading indicators – objective measures that accurately predict future labor demand
Subjective judgments

7. HR Planning
Determining Labor Supply
Transitional matrix
Table 5.1

8. Goal Setting and Strategic Planning
Table 5.2

9. Ways to Manage a Surplus
Downsizing: planned elimination of large numbers of personnel with the goal of enhancing the organization’s competitiveness
Early retirement programs: programs that encourage older workers to leave voluntarily
What are the pros and cons of these strategies?

10. Ways to Manage a Shortage
Employing Temporary and Contract Workers
FedEx example
Outsourcing
Manufacturing or payroll
What are the pros and cons of these strategies?

11. Implementing & Evaluating the Plan
Who is responsible for the results?
Was the organization successful in avoiding the labor shortages or surpluses?
Which parts of the plan were successful or not?
What was the impact of the plan on workforce utilization?

12. Test Your Knowledge
A public accounting firm of 250 employees realizes they have a surplus of 15 support personnel (not auditors). What should they do?
Hire temporary workers
Offer early retirement
Downsize people in those positions
Wait for attrition and implement a hiring freeze for those positions

13. Recruiting Human Resources
Any activity carried on by the organization with the primary purpose of identifying and attracting potential employees
Three areas of focus:
Personnel policies
Recruitment sources
Characteristics of the recruiter

14. Recruiting Human Resources
Figure 5.2

15. Personnel Policies Recruiting from within or outside the company
Pay strategies
Employment at will vs. due-process policies
Image Advertising

16. Your Experience How did you learn about your current or past job?
Advertisement in newspaper
Referral from friend or relative
Internet search
Signs posted on workplace or elsewhere
Called by a recruiter
Other

17. Recruitment Sources What are the advantages and disadvantages of each?
Figure 5.4

18. Internet Recruiting – Who is an Applicant?
In March 2004, the EEOC re-defined the term “applicant” as it pertains to internet recruiting
Purpose: To elevate the recordkeeping burden associated with applicant tracking
To be considered an applicant, the following must have occurred:
The employer has acted to fill a particular position
The individual has followed the employer’s standard procedures for submitting applications
The individual has indicated an interest in the particular position

19. Evaluating Recruiting Sources
Table 5.3

20. Your Experience
In your last job search, what was your experience with a recruiter or other point of contact before you were offered the job?
Lousy, I didn’t take the job
Lousy, but I took the job anyway
Great, but I didn’t take the job
Great, I took the job
The experience wasn’t memorable.

21. Recruiter Characteristics and Behavior
True=A; False=B
Applicants respond more positively when the recruiter is an HR specialist than line managers or incumbents.
Applicants respond positively to recruiters whom are warm and informative
Personnel policies are more important than the recruiter when deciding whether or not to take a job.
Realistic job previews should highlight the positive characteristics of the job rather than the negative.

22. Recruiting Exercise
You are the regional HR director of the restaurant chain (e.g., Ruby Tuesday’s or TGI Fridays) and responsible for recruiting all staff for the restaurants in your region.
One of the stores in your region needs to hire servers.

23. Recruiting Exercise
What knowledge, skills, and abilities are required for the positions you are recruiting?
Will your sources of applicants be internal, external, or both? Explain.
What recruiting strategies will you use?
What metrics will you use to measure your success?

24. Video – Jobless Recovery
Discuss how you perceive the trend of “creative destruction” will affect the way in which tomorrow’s companies will plan for its human resource needs.
Discuss how today’s jobless recovery may impact the labor supply and demand of the future.
Express your personal opinion on the so-called jobless recovery of today. Discuss how this can affect your own future career moves.
Discuss the advantages companies may gain from creative destruction. How will it impact the way these companies strategically plan for future human resources?