3.3 Recruiting Part 1

Question 1

What is human resource planning?

Answer 1

compares the present state of the organization with its goals for the future. Helps meet business objectives and gain competitive advantage.

Question 2

What is forecasting?

Answer 2

attempts to determine the supply and demand for various types of human resources to predict areas with labor shortages or surpluses.

Question 3

What is trend analysis?

Answer 3

constructing and applying stat models that predict labor demand for next year (categories, needs, KSAOs)

Question 4

What is the broken leg phenomenon?

Answer 4

Impacts of overfitting model can be problematic in trend analysis. Miss train even though employee is always there at 8am.

Question 5

What is a transitional matrix?

Answer 5

a chart that lists job categories held in one period and shows the proportion of employees in each of those job categories in a future period. Analyze org makeup every 6 months.

Question 6

What is downsizing?

Answer 6

planned elimination of large # of employees with goal of enhancing org competitiveness.

Question 7

What are motives for downsizing?

Answer 7

 Reduce costs.
 Replace labor with technology.
 Mergers/Acquisitions  overlap.
 Moving to economical locations.

Question 8

What are concerns about downsizing?

Answer 8

 May result in loss of talented employees.
 May have long-term cost implications (hiring/training).
 Battered corporate image.
 Survivor guilt/fear of being next.

Question 9

What is yield ratio?

Answer 9

% of applicants who successfully move from one stage of recruitment and selection process to next.
 By comparing yield ratios of different recruitment sources, can determine best source for vacancy type.
 Great but leaves out cost

Question 10

What is cost per hire?

Answer 10

cost of using recruitment source for vacancy.
 Divide cost by # of people hired for vacancy.
 Utility analysis – Sdy (standard deviation).
 Doesn’t factor if it was a good hire.

Question 11

What are labor markets and their pros/cons?

Answer 11

o External market focused – no training, pay only for performance, individual performance emphasized.
o Internal market focused – internal promo, high levels of training, high pay for time in position, commitment emphasized.
* Internal Labor Market
o Internal Labor Market Pros
 Positive employee reaction
 Quick
 Low cost
 Less time to reach productivity.
o Internal Labor Market Cons
 No new KSAOs
 Smaller market
 Continued underrepresentation of minorities.

Question 12

What is recruiting?

Answer 12

activity caried out to change someone’s thoughts, feelings, and actions (influence). Source of competitive advantage.