人力资源管理第版英文版教学课件第5章.pptx

1、5-15-21.Explain the main techniques used in employment planning and forecasting.2.Explain and give examples for the need for effective recruiting.3.Name and describe the main internal sources of candidates.5-34.List and discuss the main outside sources of candidates.5.Explain how to recruit a more d

2、iverse workforce.6.Developing and Using Application Forms:Discuss practical guidelines for obtaining application information.5-4.5-55-6Workforce planning ideally precedes recruitment and selectiono Differs from succession planningTowers Watson Workforce MAPS5-7Strategy and workforce planningForecast

3、ing personnel needs(labor demand)o Trend analysiso Ratio analysiso The scatter plot5-8Manual systems and replacement chartsComputerized skills inventoriesMarkov analysis Privacy5-9Talent management Action planning for labor supply and demandSuccession Planning5-10HR Practices Around the GlobeValero

4、Energy created a“labor supply chain”for improving the efficiency of its workforce planning,recruiting,and hiring process.o Analytic tool now predicts Valeros labor needs based on past trends.5-11ForecastingManual puterized systemsManaging talentAction planning5-125-13 The need for effective recruiti

5、ng What makes recruiting a challenge?Organizing how you recruito The supervisors roleo Recruiting pyramid5-14ImportanceChallengeOrganizing5-155-16Using internal sourcesFinding internal candidatesRehiring5-17Internal sourcesFinding internal candidatesRehiring5-185-19Informal Recruiting and the Hidden

6、 Job Marketo Job openings arent publicized o Jobs are created and become available when employers come across the right candidates5-20 Internet recruitingo Online recruiting o Textingo Dot-jobso Virtual job fairso Trackingo Effectiveness Advertising media5-21AttentionInterestDesireAction5-22PublicNo

7、nprofit agenciesPrivate agencies5-23Pros and consWhat supervisors should know about temporary employees concernsLegal guidelinesAlternative staffing5-24 Offshoring and Outsourcing Jobs Executive Recruiters Referrals and Walk-Ins On-Demand Recruiting Services College Recruiting Telecommuters5-25Cutti

8、ng Recruitment Costs GE Medical hires about 500 technical workers a year o Cut its hiring costs by 17%o GE is also using more recruitment process outsourcers 5-26Recruiting source use and effectivenessMeasuring recruiting effectiveness5-27Internet recruitingAdvertisingMedia5-28Writing the adEmployme

9、nt agenciesTemp agencies,alternative staffingOther sources of candidatesRecruiting Measuring effectiveness5-295-30Recruiting womenSingle parentsOlder workersRecruiting minorities Disabled workers5-31Recruiting a more diverse workforceDeveloping and using application forms5-325-33Purpose of Applicati

10、on FormsApplication Forms and Predicting Job PerformanceApplication Forms and EEO law5-34HR Tools for Line Managers and EntrepreneursApplication Guidelineso“Employment History”section,request information on each prior employero Signing the application,the applicant should certify falsified statements may be cause for dismissal5-35Practical Guidelines Application Forms and EEOMandatory Arbitration5-36Given the hotels required personnel skills,what recruiting sources would you have suggested they use,and why?What would a Hotel Paris help wanted ad look like?5-37