HRM Flashcards
Job analysis identifies the duties and human requirements for each of the company s jobs.
The next step is to decide which of these jobs you need to fill, and to recruit and select employees for them
what definition is that?
1) job analysis
2) Workforce Planning
or
Succession Planning
or
personnel planning
is the process of deciding what positions the firm will have to fill, and how to fill
them. It embraces all future positions, from maintenance clerk to CEO.
what definition is that?
Workforce Planning
or
Succession Planning
or
personnel or emplyment planning
How many people will we need? Managers consider several factors as
demographics, growth plans, and turnover history
estimating what the demand will be for your products or services. Short term,
management should be concerned with daily, weekly, and seasonal forecasts. For
example, retailers track daily sales trends because they know, for instance, that
Mother s Day produces
what definition is that?
Forecasting Personnel Needs (Labor Demand)
or
amount of labor needed
tools to know or project How many people will we need?(forecasting personnel needs)
1) Trend Analysis
2) Ratio Analysis
3) Scatter Plot
What is Trend Analysis
and how to make it and what does it aims for??
Definition: Studying variations in the firm’s employment levels over recent years
Method: Compute the number of employees over a specified period (e.g., the last 5 years) or within subgroups (e.g., sales, production, secretarial).
Aim: Identify staffing need that may needed in the future.
Factors Considered: Historical and current workforce demographics, voluntary withdrawals (e.g., retirements, resignations), changes in sales volume, and productivity.
What is Ratio Analysis?
Definition: Making forecasts based on the historical ratio between a 1) causal factor (e.g., sales volume) and the 2) number of employees required (e.g., salespeople)
between the number of procuction and number employees
What is Scatter Plot?
خريطة مبعثرة
Graphically represents the relationship between two variables, such as sales and staffing levels.
Purpose: Determine if there’s a correlation between business activity (e.g., sales) and personnel needs
.
Implication: If a relationship exists, forecasting business activity can help estimate personnel needs.
types of supplying candidates
and what does it means
1) Knowing your staffing needs satisfies only half the staffing equation. Next, ** you have to estimate the likely supply of both 1) inside (currunt emplyees in the company) **
and
2) outside candidates (not curruntly employed). Most
firms start with the inside candidates
inside candidates has records of existing employees to determine their suitability for promotion or transfer to fill projected job openings or vacancies within the organization.
how to Forecast the Supply of Inside Candidates
( تقييم الموظفين الحاليين لتنبؤ نقلهم او زيادة رتبهم للقيام بملء وظاءف اخري= في المستقبل)
using 1) Qualifications Inventories: 2) Manual Systems and Replacement Charts: **3) Computerized Skills Inventories:
**
1) Qualifications Inventories:
قواعد بيانية فيها معلومات عن مؤهلات و انجازات الموظفين الحاليين
Qualifications inventories contain data on employees’ performance records, educational background, and promotability.
These inventories **help managers assess which employees are suitable for promotion or transfer
————————————————————————————–
2) Manual Systems and Replacement Charts:
- 1) Manual systems, such as personnel inventory and development record forms, **compile qualifications information for each employee **
** 2)Personnel replacement charts** are used for top positions, showing present performance and promotability of potential replacements.
**3) Computerized Skills Inventories:
**
1) Larger firms use computerized systems to track the qualifications of hundreds or thousands of employees.
Software programs like SurveyAnalytics’s Skills Inventory Software help anticipate human resource shortages and facilitate recruitment and training plans.
Computerized systems are often linked with other human resources systems, updating employee information automatically.
Managers input position specifications, and the system produces a list of qualified candidates based on keywords matching the job requirements.
Data in computerized skills inventories include work experience codes, product knowledge, industry experience, and formal education.
why to Forecast the Supply outside Candidates
if there is not enough inside candidates or qualified people you may rely on getting outside candidate
what Action Plans to Match Projected Labor Supply and Labor
Demand
labor supply” refers to the availability of workers, both internally (existing employees) and externally (potential candidates from outside the organization). “Labor demand” refers to the number and types of positions that need to be filled within the organization
Workforce Action Plan: This involves outlining the projected gaps between labor demand and labor supply, detailing which positions need to be filled and how they will be filled.
Staffing Plan: This plan should identify the positions to be filled, potential sources for these positions (internal or external), and the necessary training, development, and promotional activities required to fill these positions effectively.
Resources Required: Implementing the staffing plan may require various resources, such as advertising costs, recruiter fees, relocation costs, and travel and interview expenses.
Recruiting Yield Pyramid: This pyramid illustrates the volume of candidates needed to fill a relatively small number of positions. It helps employers understand the scale of their staffing challenges and plan recruitment efforts accordingly.
THE NEED FOR EFFECTIVE RECRUITING
➤Employee recruiting means finding and/or attracting applicants for the
employers open positions. It is both important and challenging.
➤It entails creating a pool of applicants.
Knowing your staffing needs satisfies only half the staffing equation. Next, you
must……………
estimate if you would supply from indside or outside canditates
What Makes Recruiting a Challenge?
➤ Its easy to assume that recruiting is easy that all you need do is place a few ads
on the Web. However, several things make it more complex.
First, some recruiting methods are superior to others, depending on the type of
job for which you are recruiting.
Second, the success you have in recruiting depends on non- recruitment issues
and policies. For example, paying 10% more than most firms in your locale
should, other things being equal, help you build a bigger applicant pool faster.
Third, employment law prescribes what you can and cannot do when recruiting
Supplying from Internal Sources of Candidates pros and cons
Pros*
knowing a candidate’s strengths and weaknesses.
Current employees may be more committed to the company.
Morale may rise if employees see promotions as rewards for loyalty and
competence.
Inside candidates should require** less orientation and training than outsiders.**
Cons
Employees who apply for jobs and don’t get them may become discontented. سخط
Too often internal recruiting is a waste of time as a manager often knows whom
he wants to hire.
Inbreeding is another potential drawback. Inbreeding occurs when an employee
who is familiar with the organization continues to do things in the same old way,
resulting in a** lack of creative** expression for corporate improvement
