planning for, recruiting, and selecting employees - chap 5 Flashcards
(38 cards)
what are strategic plans?
Strategic plans tend to be broader in scope and longer in time frames (2 to 3 years), provide overall direction, and apply to the entire organization
ex. Target’s failure in the Canadian marketplace
human resource planning
Process to ensure that an organization has people available (employed) who have the right competencies, and that these people are being effectively utilized in the right capacities in order for the company to achieve its desired objectives
what does strategic planning involve
planning involves the allocation of resources, including the people resources of the organization
HR planning is aligned to ensure that the objectives are met.
the manager will need to make plans not only for business objectives but also for the necessary staffing resources
what is an example of planning when entering a new market
It must assess current employees’ skills and include recruitment activities to attract people with the necessary skill sets for the new market.
what is aligned with business strategies
hr managing, practices, and systems
An area of strategic HR planning receiving much attention is succession planning.
managers need to HR planning in Canada because..
Ongoing changes in Canada’s labour force (e.g., aging workforce, gig economy, immigration, education levels, COVID-19 impact) make HR planning essential for business success.
labour force trends in Canada managers must consider
Aging workforce – 25% will be 55+ by 2031
Rise in gig economy –
8.2% of workers in 2016
Growing immigrant workforce – 25% in 2016, projected 33% by 2036
Uneven job losses (e.g., women disproportionately affected)
High unemployment during COVID-19 (14% in May 2020)
what approach can forecasting be don through
quantitative approaches
- trend analysis
- management forecasts
trend analysis
Using past numerical data to look for patterns to predict future demand for employees
often accomplished using software
management forecasts
Asking managers for their predictions regarding the future demand for employees
he opinions and judgments of people knowledgeable about the organization’s future needs will develop scenarios that can be used for planning purposes.
what do we need to do other than forecasting
an organization will also need to look at the supply of employees, both internally (in the organization) and externally (in the larger labour market).
what are the two techniques for analzing the demand for employees
internal supply
- the staffing
- markov analysis
the staffing table
uses graphs to display the jobs in an organization and show the number of people currently in these jobs.
Anticipated demand for the number of people to fill each job in the organization may be shown as well.
Markov analysis
Description of how employees typically move into, within, and out of the organization
what skills inventory
Good organizational performance and all other HR needs are based on the identified competencies of employees.
Information about the education, experiences, skills, etc., of employees
the HR planning steps
1) forecast
2) determine the supply of labour external and internal
3) identify the gap between demand and supply
4) develop action plans to eliminate the gap
(this will either lead to an oversupply and or shortage)
what is the oversupply of Labour
When a company has more employees than needed.
Managed through attrition (retirements, resignations, etc.).
Predicting attrition was easier when retirement age was 65, now more uncertain.
Downsizing may be avoided if natural attrition balances the workforce.
High turnover is costly: up to 2x annual salary, plus loss of knowledge.
Alternatives to layoffs: unpaid leave, job-sharing, reduced hours, redeployment.
what is shortage
organization’s demand for employees is greater than the number of employees employed
Short-term fixes:
Overtime for current staff
Hire part-time, gig workers, or independent contractors (must meet legal classification)
Use temp agencies for specialized roles
Long-term solution: Recruitment & selection
Retention strategies help reduce shortages by keeping current employees.
what is recruitment
is the process of locating people and encouraging them to apply for existing or anticipated job openings. The purpose of recruitment is to have a sufficient pool of qualified applicants.
what is another thing to consider for recruitment
Employment Branding
the reputation in the employment landscape and what applicants believe their employment experience will be like (i.e., work–life balance, fairness and equity, communication norms) influence their decision to apply for job opportunities.
the recruitment process for internal
- planning for staffing needs
- identification of current or future job openings
- getting individual job information (job description and job specifications)
- determining recruitment method (internal or external)
- creating a pool of qualified applicants
internal recruitment (potential benefits)
Rewards employees for past performance and motivates continued effort.
Boosts morale and reduces voluntary resignations.
Helps members of designated groups advance in the workplace.
Can protect employees from layoffs or broaden experience.
Cost-effective: reduces training and orientation costs.
Performance records of internal candidates are more reliable than those of external applicants.
Supports employment equity and is key in flatter organizations.
Pitfalls of Internal Recruitment
Limited candidate pool: current employees may lack the required skills or knowledge.
Missed chance to bring in fresh perspectives and external experience.
Can make it harder to improve operations or shift company culture.
May delay innovation or necessary change without new talent.
Potential Benefits of External Recruitment
Brings in unique skills and diverse experiences.
Helps advance diversity, equity, and inclusion (DEI) goals.
May help meet legislative requirements.
