Human resources planning, recruitment, AND SELECTION Flashcards Preview

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Flashcards in Human resources planning, recruitment, AND SELECTION Deck (21)
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1

-Also known as manpower planning.
-Process of analyzing an organization’s human resource needs under changing conditions and developing the activities necessary to satisfy these needs.
-Enables the company attain its goals and objectives.

HUMAN RESOURCE PLANNING

2

STEPS IN PLANNING PROCESS

1. Forecasting,
2. Goal setting and strategic planning.

3

the attempts to determine the supply and demand for various types of human resources to predict areas within the organization where there will be future labor of shortages or surpluses (e.g. statistical planning models, historical records).

Forecasting

4

Leading indicator is an objective measure that accurately predicts future labor demand.

Determining labor demand

5

It calls for a detailed analysis of how many people are currently in various job categories (or who have specific skills) within the company

Determining labor supply

6

Matrix showing the proportion (or number) of employees in different job categories at different times. Typically, it shows how people move in one year from job category to another job category.

Transitional Matrix.

7

Once forecasts for labor demand and supply are known, the planner can compare the figures to ascertain whether there will be a labor shortage or labor surplus for the respective job categories. When it is determined, the organization will know what it is going to do about these potential problems.

DETERMINING LABOR SURPLUS OR SHORTAGE

8

The purpose of setting specific quantitative goals is to focus attention on the problem and provide a benchmark for determining the relative success of any programs aimed at redressing a pending labor shortage or surplus.

Goal setting and strategic planning.

9

PROGRAMS THAT CAN BE USED TO REDUCE LABOR SURPLUS

(1) Downsizing and .
(2) Early Retirement Programs
(3) Buyouts

10

the planned elimination of large numbers of personnel designed to enhance organizational effectiveness.

Downsizing,

11

Older workers are sometimes more costly than younger workers because of higher seniority, higher medical costs, and higher pension contributions.

Early Retirement Programs

12

There are some companies simply converted early retirement programs into buyouts for specific workers that have nothing to do with age.

Buyouts

13

It affords firms the flexibility needed to operate efficiently in the face of wings in the demands for goods and services.

Employing Temporary Workers

14

It is a logical choice when a firm simply does not have certain expertise and is not willing to invest time an effort into developing it.

Outsourcing

15

is a special case of outsourcing where the jobs that move actually leave one country and go to another.

Offshoring,

16

Attracting people with the right qualifications (as determined in the job analysis) to apply for the job.
The practice or activity carried on by the organization with the primary purpose of identifying and attracting potential employees.

Recruitment

17

To promote someone within the organization

(internal recruitment)

18

To hire someone outside the organization

(external recruitment)

19

STEPS IN RECRUITMENT PROCESS

RECRUITMENT
SCREENING
SELECTING
placement

20

which is an accurate description of the duties and responsibilities of a particular job.

Realistic Job Preview (RJP)

21

It is the process of reviewing information about job applicants to select individuals for jobs. A wide variety of data sources, such as resumes, job applications, letters of recommendations, employment tests, and hiring interviews.

EMPLOYEE SCREENING