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Recruiting Human Resources. 4-2 Job Analysis Job Description and Job Specification Training Requirements Job Evaluation Wage and Salary Decisions (Compensation)

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Presentation on theme: "Recruiting Human Resources. 4-2 Job Analysis Job Description and Job Specification Training Requirements Job Evaluation Wage and Salary Decisions (Compensation)"— Presentation transcript:

1 Recruiting Human Resources

2 4-2 Job Analysis Job Description and Job Specification Training Requirements Job Evaluation Wage and Salary Decisions (Compensation) Performance Appraisal Recruiting and Selection Decisions Uses of Job Analysis Information

3 4-3 RecruitingRecruiting  Recruiting  The process of generating a pool of qualified applicants for organizational jobs

4 4-4 Labor Markets and Recruiting Issues Labor Markets Industry and Occupational KSAs KSAsGeographic Local Regional National International Geographic Educational and Technical Qualifications

5 4-5 Strategic Recruiting Stages

6 4-6 Employment Planning & Forecasting Recruiting: Build a pool of Candidates 1 Supervisors and Others interview Final candidates To make final choice Use selection Tools like tests To screen out Most applicants Applicants Complete Application forms Steps in Recruitment and Selection Process Candidates Becomes employee

7 4-7 How to Forecast Personnel Needs There are several ways to predict future employment needs. They include the following: Trend Analysis Ratio Analysis The Scatter Plot Using Computers to Forecast Personnel Requirements Managerial Judgment

8 4-8 Determining the Relationship Between Hospital Size and Number of Nurses 200400600800100012001400 200 400 600 800 1000 1200 (1210) Hospital Size (No. of Beds) Number of Registered Nurses

9 4-9 Recruiting Yield Pyramid 50 100 150 200 1200 New hires Offers made (2:1) Candidates interviewed (3:2) Candidates invited (4:3) Leads generated (6:1)

10 4-10 Organizational and Individual Goals in Recruiting Attract a pool of qualified applicantsAttract a pool of qualified applicants Keep pool at manageable sizeKeep pool at manageable size Provide realistic job previewsProvide realistic job previews Meet work-related goalsMeet work-related goals Meet personal goalsMeet personal goals Address personal needsAddress personal needs Organizational Goals Individual Goals ??

11 4-11 Methods of Recruiting Internal Recruiting  Job posting  Vacancies posted via bulletin board, memo, and intranets.  Supervisory recommendations  Supervisors forward their recommendations for their employees to higher managers.  Union halls  Union members are able to apply for open positions on a priority basis through the union hiring hall process.  Recall from layoffs

12 4-12 Methods of Recruiting External Recruiting  General labor pool  The local labor market for potential employees.  Referrals  Individuals who are prompted to apply by a member of the organization.  Direct applicants (walk-ins and drop-ins)  Individuals who apply (without any proactive action from the organization) whether or not an opening actually exists at the time of application.

13 4-13 Internet Recruiting Methods Job Boards Professional/ Career Web Sites Employer Web Sites Internet Recruiting Methods

14 4-14 External Recruiting Employment Agencies and Search Firms College and UniversityRecruiting High Schools and Technical Schools LaborUnions External Recruiting Sources Media Sources and Job Fairs CompetitiveSources

15 4-15 Internal and External Recruiting Internal recruiting AdvantagesDisadvantages  Increases motivation  Sustains knowledge and culture  May foster stagnation  May cause ripple effect External recruiting  Brings in new ideas  Avoids ripple effect  May hurt motivation  Costs more

16 4-16 World-Wide Headhunters, Inc. (Internet-based applications only) ProTemps State Employment Service Techniques for External Recruiting Word of Mouth Advertisements Belle College Placement Office

17 4-17 Alternatives to Recruiting Help Wanted Overtime Temporary Workers Employee Leasing Part-Time Workers

18 4-18 Evaluating the Recruiting Process The recruiting process is effective if it results in a reasonable pool of available and qualified potential employees. a recruitment process that can be executed with relatively low cost. the best yields of qualified applicants with the desired skills from each of its targeted sources.

19 4-19 Evaluating Recruiting Evaluating Recruiting Efforts Evaluating Time Required to Fill Openings Evaluating Recruiting Costs and Benefits Evaluating Recruiting Quality and Quantity

20 4-20 Recruiting Evaluation Pyramid


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