© laura portolese dias 2011, published by flat world knowledge human resource management by laura...

© Laura Portolese Dias 2011, published by Flat World Knowledge

Human Resource ManagementBy Laura Portolese Dias

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Chapter 4

Recruitment

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Learning Objectives

1.Discuss the need for forecasting human resource needs and techniques for forecasting.

2.Explain the steps to an effective recruitment strategy.

3.Develop a job analysis and job description.

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The Recruitment Process

• Recruitment– The process that provides the organization with a pool of qualified candidates

– Proper staffing plans and forecasting must occur first

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• Forecasting– Internal factors• Budget constraints• Expected or trend of employee separations• Production levels• Sales increases or decreases• Global expansion plans

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• Forecasting– External factors• Changes in technology• Changes in laws• Unemployment rates• Shifts in population• Shifts in urban, suburban, and rural areas• Competition

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• Aspects of a Recruitment Strategy– Staffing plans– Confirm the job analysis is correct through questionnaires.

– Write the job description and job specifications.

– Have a bidding system to recruit and review internal candidate qualifications for possible promotions.

– Determine the best recruitment strategies for the position.

– Implement a recruiting strategy.

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• Job analysis– A formal system used to determine what tasks people perform

– Helps ensure creation of the right fit between job and employee

– Reviewing job responsibilities of current employees

• Job specifications– A list of tasks, duties and responsibilities of a job

• Job description– Identifies skills and abilities (based on job analysis and job specification) needed to be successful at a job

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• Two types of job analysis– Task-based analysis

• Focus on job duties required • Specific tasks are clearly listed, such as– “Assist customers with product questions”

– Competency- or skills-based analysis• Focus on how a person applies skills• More objective, such as

– “Able to utilize data analysis tools”

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• Job analysis process– Job analysis questionnaire to all employees

– Organization of employee data– Job analysis written for each position in the organization

– Job description/job specifications written based on job analysis data

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• Job description should include– Job functions (the tasks the employee performs)

– Knowledge, skills, and abilities (what an employee is expected to know and be able to do, as well as personal attributes)

– Education and experience required– Physical requirements of the job (e.g., ability to lift, see, or hear)

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Learning Objective

1.Explain the Immigration Reform and Control Act (IRCA), Patriot Act, and Equal Employment Opportunity (EEO) laws and how they relate to recruiting.

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The Law and Recruitment

• Immigration Reform and Control Act – Adopted in 1986– Requires employers to attest to their employees’ immigration status

– Makes it illegal to hire or recruit illegal immigrants

– Responsible for subcontracting– Be able to show I-9 forms for all workers

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• Patriot Act– As a result of 9/11– Enhances the Federal Government’s ability to conduct domestic and international investigations and surveillance

– Employers implementation on new procedures to maintain employee privacy rights, but still allow for releases of requested information

– Patriot Act amended Electronic Communications Privacy Act, which allows for easier access to electronic communications

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• EEO Laws– Equal Employment Opportunity Laws– Employers with 15 or more employees– No discrimination in hiring due to age, disability, genetic information, national origin, sex, pregnancy, race, and religion

• Disparate impact– When discrimination occurs due to the type of hiring process used

• Disparate treatment– One person is treated differently than another

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Learning Objective

1.Explain the various strategies that can be used in recruitment.

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Recruitment Strategies

• Recruitment plans– Specifies where you will recruit and timelines

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• Recruiters – A specific individual who focuses solely on the recruiting function• Executive search firms• Temporary recruitment or staffing firms• Corporate recruiters

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• Campus Recruiting• Professional Associations• Websites• Social Media• Events• Special-Interest Groups• Referrals

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• Costs of recruitmentCost per hire = advertising costs + recruiter costs + referral costs + social media costs + event costs / the number of hires in the time period

• Yield ratio– Looks at how effective recruiting methods are

– Percentage of applicants from one source who make it to the next stage in the selection process

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© laura portolese dias 2011, published by flat world knowledge human resource management by laura...

Documents

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skillsbased analysis

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