Chapter 5 powerpoint. Flashcards
What is HR Planning?
HR planning is the process of anticipating current and future staffing needs to ensure that people are being used effectively to accomplish the organization’s goals.
How does HR Planning differ from Strategic Planning?
Strategic planning focuses on long-term business objectives, while HR planning anticipates and provisions for the people needed to meet these objectives.
What are the steps in HR Planning?
1) Forecast demand,
2) Determine supply (internal & external),
3) Identify gaps,
4) Eliminate gaps through methods like hiring, retention, or reducing hours.
What is the purpose of recruitment in HR Planning?
Recruitment involves locating and encouraging potential applicants to apply for jobs, either internally or externally.
What are the pros and cons of internal recruitment?
Pros: Motivates employees, rewards past performance, employees know the organization.
Cons: Risk of inbreeding ideas, potential discrimination, employees may lack required experience.
What are some methods of internal recruitment?
Employee databases, HR management systems, succession planning, internal job postings.
What are the pros and cons of external recruitment?
Pros: Increases diversity, brings new skills and perspectives, boosts creativity.
Cons: Higher costs, new employees unfamiliar with the organization, lack of performance history.
Name some external recruitment methods.
Advertisements, company websites, employment agencies, educational institutions, social media platforms, job fairs, employee referrals.
What are factors affecting the hiring decision?
Job requirements (skills, knowledge, abilities), organizational culture fit, and organizational constraints (policies, finances).
What are the main sources of information in the selection process?
Application forms, résumés, interviews, tests, and reference checks.
What are key guidelines for conducting interviews?
Plan the interview, establish rapport, listen actively, avoid illegal or leading questions, recognize biases, and standardize the questions.
What are the types of tests used in the selection process?
Cognitive ability, personality and interest inventories, emotional intelligence, physical ability tests, job sample tests, and substance abuse tests.
Why should tests in the selection process be job-related?
To ensure objectivity and fairness, tests must measure skills or attributes relevant to the job being applied for.
What are key characteristics of reference checks?
They provide a subjective “picture” of the applicant and are not highly predictive of performance, so questions should be well-structured.
