HR Exam 1 Chapter 5 Hr Planning and Recruitment Flashcards
Describe the HR planning process
• The HR planning process starts with the forecasts of labor demand and forecasts of labor demand and labor supply. HR needs to put themselves in the shoes of the person they are looking to hire to really understand who they need to hire
Describe, compare, and contrast each of the methods for forecasting the demand for labor.
- Trend Analysis- is the study of a firm’s past employment needs over time to predict future needs. Uses a graph/to show how many workers you have needed in past.
- Productivity Ratios- # of employees (labor demand) needed to achieve a certain level of output.
- Judgmental Techniques- Informal method that uses judgment to predict demand. This method is always used to modify the forecast.
Calculation of productivity ratios
• Productivity ratio = (Productivity outputs/ number of employees)
Describe how to identify and track current labor supply
- Skills Inventory tells the employees past job titles and special projects, the status of their present skills, and data that focuses on future (personal goals, and developmental efforts.)
- Replacement Charts are used to identify potential replacement employees for positions that could open up within the organization.
Describe the process for predicting the future supply of labor. What technique is used?
- Markov Analysis- tracks movement of employees throughout the organization to plan for the future.
- Transition Probability Matrix is a chart that lists job categories held in 1 period and shows proportion of employees in each of those categories in a future period.
Reducing surplus
Downsizing Pay reductions Demotions Transfers Work sharing Hiring freeze Natural attrition Early retirement Retraining
Avoiding a shortage
Overtime Temporary employees Outsourcing Retrained transfers Turnover reductions New external hires Technological innovation
Recruitment
• Recruiting- Any activity carried on by the organization with the primary purpose of identifying and attracting potential employees.
Advantages Internal Recruiting
- Generates applicants who are well known to organization
- Applicants are relatively knowledgeable about organizations vacancies, which minimizes unrealistic job expectations
- Generally cheaper and faster than looking outside the organization
- Motivation tool for other employees
- Less training and socializing time
Disadvantages of Internal Recruiting
• Disadvantages
- Must fill vacated position by the promoted employee
- No new ideas and creativity
- Jealousy from those not promoted
- Too much focus on internal recruiting may make company too inbreeding like
Advantages of External Sources
• Advantages
- Provides opportunity to bring in employees with fresh perspective
- Able to target specific competencies that current employees may not posses
- Rapid growth in organization
and Disadvantages of External Sources
- More costly and time consuming
- Destroys incentive to strive for promotion/current employees
- More time needed for training and socializing a newcomer
What are realistic job previews and why should an organization use them?
• RJP’s set the expectation going into a particular job.
How do you create an employment brand? Why should organizations strive to create a positive employment brand?
• You create an employment brand by creating a culture throughout your years of business. It is important to create a positive employment brand to encourage people to want to work for your company, and it sets the tone with competitors.
What is a targeted recruitment message? Why should Organizations do this?
• Hiring certain people that will be perfect for your company. Targeting a certain group of people is to hire by focusing on who, how and where the company should recruit
