part 2 Flashcards
what is the purpose of hr planning?
to meet business objectives and gain a
competitive advantage
what are the three processes in hr planning?
forecasting, goal setting and strategic planning, program implementation and evaluation
attempts to determine the supply
and demand for various types of human
resources
forecasting
focus
attention on the problem and provide basis for
measuring the organization’s success
goal setting and strategic planning
ensure that individuals will be accountable in
achieving the goals, have the authority and
resources
program implementation and evaluation
what are the major steps to forecasting
forecasting the demand for labor, determining labor supply, determining labor surplus or shortage
determines the labor demand for workers in
various job categories
forecasting the demand for labor
determines how
many people are currently in various job
categories or have specific skills within the
organization
determining labor supply
summarizes the disadvantages and advantages
of ways to eliminate a labor surplus and avoid
a labor shortage.
determining labor surplus or shortage
any activity carried on by the organization with
the primary purpose of identifying and
attracting potential employee
recruiting
what are the aspects of recruiting
personnel policies, recruitment sources, recruiter traits and behaviors
organization’s decisions
about how it will carry out human resource
management, including how it will fill job
vacancies
personnel policies,
organization’s methods
for communicating its labor needs and the
audience it targets will determine the size and
nature of the labor market the organization
taps to fill its vacant position
recruitment sources
recruiter
affects the nature of both the job vacancy and
the applicants generated
recruiter traits and behaviors
kind/type of recruitment sources
internal, external
employees who currently hold other positions in the organization
internal sources
being used for entry level positions and perhaps for specialized upper level positions to expose the organization to new ideas or new ways of doing business
external sources
process of communicating information about a job vacancy on company bulletin boards, in employee publications, on corporate internets, and anywhere else the organization communicates with employees
job posting
people who apply for a vacancy without prompting from the organization
direct applicants
people who apply for a vacancy because someone in the organization prompted them to do so
referrals
involves posting career information at company’s websites
electronic recruiting
when the goal is to find people who know the local community and to find people in specialized field, etc
print ads
employers can register their job vacancies with their local employment office, and the agency will try to find someone suitable, using its computerized inventory of local unemployed individuals
public employment agencies
provides much the same service for the white-collar labor market.
private employment agencies
have placement services that seek to help their graduates obtain employment. (Ex. internship, career/job fairs)
colleges and universities
process where organizations make decisions about who will or will not be allowed to join the organization
selection process
step 1 in selection process
screening applications and resumes
step 2 in selection process
testing and reviewing work samples
step 3 in selection process
interviewing candidates
step 4 in selection process
checking references and background
step 5 in selection process
making a selection
consists of an organization’s planned efforts to help employees acquire job-related knowledge, skills, abilities and behaviors, with the goal of applying these on the job
training
a process of systematically developing training to meet specified needs
instructional design
stage 1 of instructional design
assess needs for training
stage 2 of instructional design
ensure readiness for training
stage 3 of instructional design
plan training program
stage 4 of instructional design
implement training program
stage 5 of instructional design
evaluate results of training
three methods of training
presentation, hands-on, group-building
trainees receive information provided by others
presentation methods
trainees are actively involved in trying out skills
hands-on methods
trainees share ideas and experiences, build group identities, learn about interpersonal relationships and the group
group-building methods
