Capitulo 3 - HR Planning & Recruiting

Question 1

What is the HR Planning Process?

Answer 1

Forecasts (previsões) of labor demand (procura) and forecasts of labor supply (oferta) are due forecasts of labor surplus (excedente) or shortage (escassez) which leaves to setting a goal and make a strategic planing. Then there is the program implementation and evaluation

Question 2

What is forecasting?

Answer 2

Attempts to determine supply and demand for various types of HR to predict areas within the organization where there will be labor shortages or surpluses.

Question 3

What are the ways to predict forecasting labor demands?

Answer 3

• Trend analysis: Constructing and applying statistical models that predict labor demand for next year, given relatively objective statistics from previous year.
• Leading indicators: Objective measures that accurately predict future labor demand.

Question 4

What is the way to predict forecasting labor supply?

Answer 4

Transactional matrix: A chart that lists job categories held in one period and shows proportion of employees in each of those job categories in a future period.

Question 5

What are the options for reducing a surplus?

Answer 5

• Downsizing
  Speed of results: Fast
  Amount of suffering caused: High
• Pay Reduction
  Speed of results: Fast
  Amount of suffering caused: High
• Demotions
  Speed of results: Fast
  Amount of suffering caused: High
• Transfer
  Speed of results: Fast
  Amount of suffering caused: Moderate
• Work sharing
  Speed of results: Fast
  Amount of suffering caused: Moderate
• Hiring freeze
  Speed of results: Slow
  Amount of suffering caused: Low
• Natural attrition
  Speed of results: Slow
  Amount of suffering caused: Low
• Early retirement
  Speed of results: Slow
  Amount of suffering caused: Low
• Retraining
  Speed of results: Slow
  Amount of suffering caused: Low

Question 6

What are the options for avoiding a shortage?

Answer 6

• Overtime
  Speed of results: Fast
  Amount of suffering caused: High
• Temporary employees
  Speed of results: Fast
  Amount of suffering caused: High
• Outsourcing
  Speed of results: Fast
  Amount of suffering caused: High
• Retrained transfers
  Speed of results: Slow
  Amount of suffering caused: High
• Turnover reductions
  Speed of results: Slow
  Amount of suffering caused: Moderate
• New external hires
  Speed of results: Slow
  Amount of suffering caused: Low
• Technological innovation
  Speed of results: Slow
  Amount of suffering caused: Low

Question 7

What is the role of HR recruitment?

Answer 7

Build a supply of potential new hires that organization can draw on if need arises.

Question 8

What is recruiting?

Answer 8

Any activity carried on by the organization with the primary purpose of identifying and attracting potential employees.

Question 9

What is selection?

Answer 9

Deciding which candidates would be the best fit.

Question 10

What are the three aspects of recruiting?

Answer 10

• Personnel policies (vacancy characteristics)
• Recruiter traits and behaviors (vacancy characteristics + applicant characteristics)
• Recruitment sources (applicant characteristics)
  This leads to Job Choice

Question 11

What are the advantages of internal recruiting?

Answer 11

It generates applicants who are well known to the organization
These applicants are relatively knowledgable about the organization’s vacancies which minimizes the possibility of unrealistic job expectations
Filling vacancies through internal recruiting is generally cheaper and faster than looking outside the organization.
All external sources (59%) > Internal Movement (41%)

Question 12

How can a companie evaluate the quality of a source?

Answer 12

• Yield Ratios: A ratio that expresses percentage of applicants who successfully move from one stage of the recruitment and selection process to the next.
  By comparing yield ratios of different recruitment sources, we can determine which source is best or most efficient for type of vacancy.
• Cost per hire: Find cost of using a particular recruitment source for a particular type of vacancy.
  Divide that cost by number of people hired to fill that type of vacancy.
  A low cost per hire means the recruitment source is efficient.