Flashcards in Planning for, Recruiting, and Selecting the Workforce Deck (38)
What is strategic planning?
making decisions about long term business objectives
What is HR planning?
anticipate and prepare to have the people necessary to meet objectives for strategic plan
HR planning approaches can be ___ or ____
What are some qualitative HR planning approaches?
management forecast (opinion based on manager's knowledge)
skills inventory (info on current employees)
What are some quanitative HR approaches? (3)
1. Trend analysis (prev year data)
2. markov analysis (pattern of change: % remain, demoted, transferred, etc)
3. staffing tables (graphical representation with # employees)
What HR approaches provide info about DEMAND?
trend analysis, management forecast, staffing tables (?)
What HR approaches provide info about SUPPLY?
staffing tables, markov, skills inventory
What are the HR planning steps?
1. forecast demand for labor
2. determine supply, external and internal
3. identify gap between demand vs supply
4. action plans to eliminate the gap
The gap between worker demand and supply could be ___ or ___. how do you deal with each?
oversupply (attrition, LOA without pay, job sharing, reduced hours)
Shortage (hiring, contractors, overtime, retention strategies)
What is recruitment?
locating and encouraging potential applicants to apply (from within or outside)
T/F: recruitment doesn't have to be from outside the company
true, internal recruitment
outline the recruitment process: (5)
1. plan for staffing needs
2. identify current/future job openings
3. get job info (description and specs)
4. determine recruitment method (internal/external)
5. create pool of potential qualified applicants
What are advantages of internal recruitment? (3)
rewards employees for good performance
already familiar with org
motivates other employees
What are disadvantages of internal recruitment? (3)
lack required training/experience
limited new ideas/perspectives
Methods for recruiting within:
HR management systems (database to track potential candidates)
succession planning (identify, develop, track key employees - plan for future promotions)
internal job posting (boards, intranet, newsletter)
What are the pros of external recruitment? (3)
brings unique skills needed now
more variety of experiences and perspectives
innovation and creativity
what are the cons of external recruitment? (3)
no first-hand info about past performance
new employee unfamiliar with org. and industry
larger applicant pool -> higher cost
What is the labour market?
geographical area from which the organization recruits
What affects the size of the labour market?
type of job
supply of labour
what are methods of recruiting from outside? (9)
advertisements (websites, newspaper, TV)
employment agencies & headhunters
open house/job fairs
What is 'selection?' What are the parts of selection?
process of choosing individuals with relevant qualifications who will perform best on the job
1. assess qualifications
2. choose the most suitable
What is the major challenge in selection?
getting info that is reliable and valid
What is 'reliability?'
how well the selection procedures (tests, interviews) yield comparable data over time
What is 'validity?'
how well the selection procedure (tests, interviews) measure attributes and ability to do the job
(how applicable it is)
What is the general process for selection?
1. complete application + resume
3. employment tests
4. interview (one-on-one, panel, phone, internet)
5. reference checks
6. hiring decision
What factors affect the selection decision?
1. job requirements (KSAs)
2. Org. culture
3. org. restraints (policies, finances, recruitment sources)
What are sources of info for the selection process?
1. application forms and resumes
4. reference checks
What is an application form and what is the purpose of it?
quick systematic form that asks for basic specific info
provide info on min. requirements
basis for interview questions
sources for ref. checks
What do resumes provide?
info on creativity, personality, interests