Flashcards in Human resources planning, recruitment, AND SELECTION Deck (21)
-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
STEPS IN PLANNING PROCESS
2. Goal setting and strategic planning.
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).
Leading indicator is an objective measure that accurately predicts future labor demand.
Determining labor demand
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
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.
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
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.
PROGRAMS THAT CAN BE USED TO REDUCE LABOR SURPLUS
(1) Downsizing and .
(2) Early Retirement Programs
the planned elimination of large numbers of personnel designed to enhance organizational effectiveness.
Older workers are sometimes more costly than younger workers because of higher seniority, higher medical costs, and higher pension contributions.
Early Retirement Programs
There are some companies simply converted early retirement programs into buyouts for specific workers that have nothing to do with age.
It affords firms the flexibility needed to operate efficiently in the face of wings in the demands for goods and services.
Employing Temporary Workers
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.
is a special case of outsourcing where the jobs that move actually leave one country and go to another.
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.
To promote someone within the organization
To hire someone outside the organization
STEPS IN RECRUITMENT PROCESS
which is an accurate description of the duties and responsibilities of a particular job.
Realistic Job Preview (RJP)