Professional Documents
Culture Documents
Chapter Outline
The Recruitment and Planning Selection and
Process
Employment
Forecasting
Forms
Key words
trend analysis Study of a firms past employment needs over a period of years to predict future needs.
ratio analysis A forecasting technique for determining future staff needs by using ratios between sales volume and number of employees needed.
Key words
scatter plot A graphical method used to help identify the relationship between two variables. computerized forecast The determination of future staff needs by projecting a firms sales, volume of production, and personnel required to maintain this volume of output, using computers and software packages.
Key words
qualifications inventories Manual or computerized systematic records listing employees education, career and development interests, languages, special skills, and so on to be used in forecasting inside candidates for promotion.
Personnel replacement charts Company records showing present performance and promotability of inside candidates for the most important positions.
Key words
position replacement card A card prepared for each position in a company to show possible replacement candidates and their qualifications.
job posting Publicizing an open job to employees (often by literally posting it on bulletin boards) and listing its attributes, like qualifications, supervisor, working schedule and pay rate.
Key words
occupational market conditions The Bureau of labor Statistics of the U.S. Department of Labor publishes projections of labor supply and demand for various occupations, as do other agencies.
application form The form that provides information education, prior work record, and skills. on
B. Objectives:
To ensure the attainment of organization goals. Meeting future HR needscritical to success. To improve the efficiency of human resources. Rational use of peoplerecruitment and development. To motivate employees. Meeting the needs of self-actualization-training and development.
Features of HR planning:
Consistency: consistent to organization goals. Continuity: between long-term, mid-term and short-term. Flexibility: adapting according to change. Accuracy: be as close as possible to reality.
Job posting: publicize the open job to employees and list its attributes like qualifications, working schedule and pay rate. Succession planning: To identify candidates for managerial positions.
2. Recruiting
(1) Objectives and goals (2) Personal job selection (3) Occupational theories (4) Procedures of recruiting (5) Methods of recruiting