week five - attraction and hiring of human resources Flashcards
what is human resource planning
the process used to ensure that an organisation has the right number of people with the right skills/knowledge to deliver a particular level of output
what are the goals of hrp
- prevent labour shortages or surplus
- ensure the HR system fits the business strategy
- align the goals of the top management, staff managers and line managers
what are some responses to labour demand exceeding labour supply
- training/retraining
- succession planning
- promotion from within
- recruitment from within
- subcontracting
- use of part timers or temporary workers
- use of overtime
what are some responses to labour supply exceeding labour demand
- pay cuts
- reduced hours
- work sharing
- early retirements
- inducements to quit
- layoffs
what happens when there is a labour shortage
- losing market share or growth opportunities
- paying overtime rates
- an increase of work accidents
- decrease in task effectiveness
- an increase of stress
what happens when there is a labour surplus
- retraining costs
- financial compensations
- worsened atmosphere due to layoffs
what i meant by a reactive vs proactive HRP
short-term ‘fire fighting’ vs long-term competitive advantage building
what are the HRP stages
1) definition of goals
2) analysis of current conditions
3) labour demand and supply forecast
4) analysis of HR response needed
5) forecast and evaluation of the consequences of the different options (choice of responses)
6) preparation of action plans (implementations of responses)
define recruitment
the process of generating a pool of qualified candidates for a particular job
define selection
the process of deciding which candidate is chosen to occupy the job offered
define socialisation
the process of orientating and integrating new employees into the organisation and the unit in which they will be working
what are the stages of the hiring process
1) determining the existence of vacan t positions
2) recruitment process
3) choice and implementation of selection tools
4) choice of candidate
5) medical tests (if applicable)
6) signing of the employment contract
7) joining the company and beginning the socialisation process
8) evaluation of the hiring process
what are the types of approaches to hiring
- internal vs external
- massive vs individualised hiring
- job-based vs company based hiring
- focus on high normalisation jobs vs low normalisation jobs
what are the different reasons for starting recruitment
- reactive recruitment: deriving from a request from a unit within the organisation
- proactive recruitment: derived from proper and continuous use of HRIS, HR planning and staff planning
what are the different recruitment sources
- internal sources: consideration of an organisation’s employees as candidates to fill job vacancies (internal labour markets)
- external sources: consideration of people from the outside the organisation as candidates to fill job vacancies
what are the stages of the recruitment process
- creating job descriptions for vacant positions
- consulting HRIS
- assessing the importance of the hiring decision
- establishing the budget
- choice of recruitment sources
- choice of people in charge of the recruitment process
- implementation of the recruitment process
internal recruitment sources
- internal publication of vacancies
- substitution plans
- succession plans
- talent pools
- career planning programmes
advantages of internal recruitment
- precise and reliable information on candidates
- easier socialisation
- cost cutting due to lower training needs
disadvantages to internal recruitment
- risks related to politics (favouritism)
- de-motivation of talented employees if seniority criteria are applied
- the reduced likelihood of innovation and new perspectives introduced
external recruitment sources
- job advertisements
- employment agencies
- university recruiting
- suppliers of professional services
- competitors
- customers
- referrals
advantages of external recruitment
- broader and more diverse pool
- the arrival of fresh views, facilitating innovation
- faster availability of new capabilities
disadvantages of external recruitment
- less effective and reliable assessment
- higher risks associated with failed socialisation
- demotivation of current employees due to perception of reduced career opportunities
what are the key decisions related to the selection process
- selection tools
- types of employment relationship (permanent/temporary contracts)
what are some selection tools
- screening of CVs and application forms
- job interviews
- ability tests (cognitive/physical)
- personality tests
- letters of recommendations
- assessment centres
- graphology (handwriting test)
- medical/drug tests
- reference and background checks
what is socialisation
also called orientation, introduction, and integration: making new employees feel like team players and part of the company
what are the levels of socialisation
- organisational socialisation: internalisation of organisational values and corporate culture
- organisational unit socialisation: internalisation of unit values and team-level culture (stronger than organisational level)
- informal group socialisation: related to unplanned relationships
- job-level socialisation: consistency between job tasks and features
consequences of selection mistakes
- overrating candidates: selecting people who should not have been chosen
- underrating candidates: rejecting people who have been chosen
costs of hiring process
- direct recruitment and selection costs (job adverts)
- indirect recruitment and selection costs: salaries (time invested), transport
- turnover costs: lost productivity until new job is filled and new employee performs optimally, socialisation costs
what is the key idea of talent attraction
talent attraction is required in order to sustain competitive advantage
define employer branding
new way of conceiving companies and their social-economic-market positioning, building their sustainability around people as their strategic asset
what are the key dimensions of building an employer branding strategy
- corporate culture and identity
- corporate reputation
- employer attractiveness
- internal marketing (communication aimed at employees to boost their engagement with company goals)
