Ch 4 - HR planning, recruitment and selection Flashcards
What is HR planning
- Anticipating current and future needs
- Ensure that people are being used effectively
- Forecast demand and supply for particular types of employees
- Having the right people with the right skills in the right jobs at the right time
What is Strategic Planning
Making decisions about LONG-TERM business objectives
What are the different HR Planning Approaches?
- Trend Analysis: Previous years’ data to make projections about requirements
- Markov Analysis: Pattern of employee movement –> # or % that remain, are promoted, demoted, transferred, or leave
- Staffing Tables: Graphic representation of jobs with # of employees (and possible future needs)
- Management Forecast: Opinions based on managers’ knowledge to determine future needs
- Skills Inventory: Information on current employees (Education, experience, skills, etc)
What are HR Planning Steps
What do to if Oversupply
What to do if Shortage
- Forecast demand
- Determine supply (Internal & External)
- Identify gap
- Eliminate Gap
Oversupply: Attrition, job sharing, reduced hours
Shortage: Employee leasing, overtime, increase retention, hiring
What is recruitment and what is its process?
Recruitment: locating and encouraging potention applicants to apply for jobs. From within or outside the organization.
Process:
- Identify current of future openings
- Get job description with job specifications (KSAs)
- Determine recruitment method : Within or outside
- Conduct recruitment and create a pool of potential applicants
What are the pros and cons of recruiting within the organization?
PROS:
- Rewards current employees for good performance
- Employees know the organization
- Serves as motivation for all other employees
CONS:
- Employees may not have required training
- May result in discrimination
- Risk of pairing similar ideas and attitudes
What are the methods to recruit internally?
- HR Management Systems: database of employee records to identify potential candidates
- Succession Planning: Identify/Develop/Track Key employees and plan for future promotions
- Internal Job posting: through company board, intranet, newsletter, etc
What are the pros and cons to recruit externally?
PROS:
- New employee brings unique skills needed
- Increases variety of experiences and perspectives
- May increase innovation and creativity
CONS:
- Lack of first hand information about past performance
- Not familiar with organization as much
- Organization constraits may prevent from accessing large applicant pool (high costs) (????)
What are the methods to recruit externally?
- Advertisements: Website, journals, TV, billboards, etc
- Internet: Company website and recruiting websites
- Employment agencies and head hunters
- Educational institutions
- Open houses and job fairs
- Employee referrals
- Unsolicited applications
- Professional organizations
- Unions
Define Selection, and what does it imply?
Selection: is the process of choosing individuals with relevant qualifications and who will best perform on the job.
It implies
- assessing applicants’ qualifications
- choosing the one most suitable
What are the steps in the selection process?
- Completion of application form or submission of resume
- Initial screening/Interview by HR person
- Employment tests
- Interview with supervisor or team
- Reference check
- Hiring decision
What factors influence the decision?
- Organzation culture: how to employee’s role and responsibilities fit within the larger context
- Organization constraints: policies, finances, recruitment sources, business conditions
- Job requirements: KSAs needed to perform the job
Practice Question: Elements in an effective HR planning process must include all of the following EXCEPT:
A) balancing supply and demand considerations.
B) performing supply analyses.
C) making forecasts.
D) analyzing statistics.
E) choosing the planning approach(es).
D) Analyzing statistics
Practice Question: Recruiting from within may:
A) increase recruiting costs.
B) increase an organization’s technology.
C) inhibit creativity.
D) reduce employee motivation.
E) result in higher salaries.
C) Inhibit creativity
Practice Question: Answering the question, “Does this selection method or instrument measure what it is supposed to measure?” is an assessment of:
A) validity of the instrument.
B) aptitude and achievement.
C) reliablity of the instrument.
D) personality and behaviour.
E) value of the instrument.
A) Validity of the intrument
