Transcript
Page 1: LEPAK / GOWAN MGT 430 – Spring 2016 Class 6 Chapter 6 Planning For and Recruiting Human Resources

LEPAK / GOWAN

MGT 430 – Spring 2016Class 6 Chapter 6

Planning For and Recruiting Human Resources

Page 2: LEPAK / GOWAN MGT 430 – Spring 2016 Class 6 Chapter 6 Planning For and Recruiting Human Resources

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HR Planning Process 1. Directly helps organizations meet business objectives and gain

competitive advantages over competitors.

2. Compares the present state of the organization with its future goals

3. Identifies what changes it must make in its HR to meet those goals

(Hint, Hint)HR personnel must be fully aware of the business plans for their employer

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THOUGHT STARTER - Nurses

Task: Forecast nursing needs for a small (50-bed) hospital in Lake Placid, NY

HR would need to know information on:• Medical services provided (e.g. emergency, Hospice, surgery, etc.)• Population shifts (e.g. older, younger, active, retirees, etc.)• Patient services demand (e.g. heart, eyes, pediatric, Ob/Gyn, etc.) • Health care trends• Health care vs. government regulation/oversight Nursing labor costs Other

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Historical Nursing Needs – Lake Placid

• Nurse to patient ratio• Number of medical treatments expected• General nursing skills• Specialized nursing skills• Nurse turnover ratio• Cost/benefit analysis

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Figure 5.1: Overview of HR Planning Process

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Forecasting

Forecasting: • Attempt to determine

supply and demand for various types of HR to predict areas within the organization and where there will be labor shortages or surpluses.

Forecasting steps:1. Forecast labor

demand 2. Determine labor

supply 3. Determine labor

surplus or shortage

5-6

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Goal Setting and Strategic Planning

• Recruiting goals must be consistent with and supportive of the organizational strategy and business plan

• Recruiting goals should come directly from analysis of supply and demand.

• Our organizations should focus on attracting and retaining employees who provide or improve on a company’s core competency (what makes it better than competitors)

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Recruitment

• Process of identifying potential employees, communicating job and organizational attributes to them, and convincing them to apply for available jobs

• Focuses on finding qualified applicants

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Types of Employees

Full Time Equivalent (FTE)FTE traditionally works a 40 hour work week with the expectation that exempt employees will work the hours necessary to accomplish their jobs

Part Time Employee (PTE)A part time employee has traditionally worked less than a 40 hour work week. Today, though, some employers count employees as full time if they work 30, 32, or 36 hours a week.

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Temporary & Contract Employees

• Short term (Seasonal)

• Legal issues: Are they employees or contractors

• Loyalty or motivation to company – customers – owners

• Temporary spike in business

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Recruitment Process

• Acknowledge a recognized need • Identify best sources for finding targeted applicants

• Craft a clear and compelling recruitment message

• Clarify role of recruiter

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Required/Desired Characteristics - Nurse

• Critical KSAs• Certifications/licensing• Inter-personal skills• Level of experience• Ability to travel• Multiple discipline settings• Problem solving• Other?????????

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Internal Recruiting

Process of seeking applicants from within the firm using, e.g.:• Job postings • Employee inventories (H.R.I.S.)• Intra-net websites• Personal referrals• Promotions & transfers

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External Recruitment

• Process of recruiting employees from outside the organization

• Requires identifying the relevant labor market (RLM),

• Non-exempt = local community

• Exempt = regional, national, and international community

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External Recruitment Methods

• Advertising – print – social media• Educational institutions • Career fairs • Employment agencies and employee search firms • Internet – e.g. Monster – Careers – Job Opportunities• Trade organizations• Employee referrals• Temporary – to- permanent

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Employer Brand

Developing a long-term strategy to manage how a firm’s stakeholders—including its current and future employees—perceive the company

How does my company become an employer of choice

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Recruiting Practical Exercise

You are an HR specialist and the company’s recruiting manager.

You are tasked to recruit and recommend for hire five professionals:1. Chemical engineer Exempt2. Chief marketing officer Exempt3. Credit department manager Exempt4. Fork lift operator Non-exempt5. Payroll specialist Non-exempt

How do you prepare to find, interview, and select qualified candidates?

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Recruiting Exercise #2

You are in charge of recruiting for a global division of your company. Your company is opening up three sales territories in Australia. From Albany, you are tasked to find sales managers and staff for these three territories.

Identify some of the issues that will impact your search.

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Recruiting Exercise #2Considerations

Compensation & benefitsOffice financial supportLogisticsInternationalLegalTechnologyAdministrationFamily

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Recruitment in Practice:Environmental Influences

• Labor market– Target audience– Amount of recruitment needed

• Technology– Management of recruitment– Skills needed

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Recruitment in Practice:Environmental Influences

• Globalization– Recruitment strategy used– Where recruiting occurs

• Ethics and corporate social responsibility– Value proposition offered– Truth-in-hiring

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Recruitment in Practice:Regulatory Issues

• Content of message – is there potential for discrimination claims?

• What you can and cannot say during interviews (Keep it strictly job related

• Record-keeping

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Interviewing Questionnaire

Are these questions permissible or not permissible during an interview?


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