1. Human Resource Management
Lecture-16

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

3. Outcomes of Human Resource Planning

4. 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

5. Job Analysis
Job description
Job specification
Job evaluation

6. Recruitment
Selection
Socialization

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

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

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

10. Searching for and obtaining qualified job candidates3

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

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

13. 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.

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

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

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

17. ? 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

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

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

20. Positive
Salary
Benefits
Potential
Respect

21. Negative Declining industry Poor quality, safety
Indifferent to workers

22. More Constraints

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

24. Internal organizational policies
Promote from within

25. Government influence
Recruiting costs

26. Global Issues

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

28. Culture
Political
Economical
Technology, Skill
Legal restrictions

29. Short-run
Long-run

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

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

32. Labor force population
Applicant population
Applicant pool
Individuals
selected

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