acquiring human resource and recruiting

7/31/2019 Acquiring Human Resource and Recruiting

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Forecasts of Labor

surplus or shortage

Goal setting and

strategic planning

Program implementation

and evaluation

Forecasts ofLabor demand

Forecasts ofLabor supply

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Organizations attempt to determine the supply ofand demand for various types of human resourcesto predict areas within the organization where

there will be shortages or surplus. To forecast labor demand, trend analysis is

conducted. It is all about applying statisticalmodels that predict labor for the coming yearthrough statistics from previous year.

A no. of leading indicators are: Economy

Competitors

Technology

Workforce composition.

Labor supply can be measured through a transitionalmatrix that lists job categories held in one period andshows the proportion of employees in each of those jobcategories.


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Forecasts enable the planner to determineexpected shortages and surpluses and allowsthe organization to plan how to address these

challnages. Analysis of the labour market situation enables

the organization to set up numeric goals andplan strategically.

Various Strategies are adopted by theorganization to combat these situations. The planning stage is critical since organize

must analyze the related expenditures and

costs associated with implementation of eachHR strategy. A few HR strategies are listed ahead.


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Options Speed of results Amount ofsuffering caused

Downsizing Fast High

Pay reductions Fast High

Hiring freeze Slow Low

Retraining Slow Low

Early retirement Slow Low

Options Speed of results Ability to changeLater

Overtime Fast High

Temporaryemployees

Fast High

Outsourcing Fast High

New externalhires

Slow Low

Technologicalinnovations

Slow Low


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Organizations are most likely to hire and retainemployees who provide a core competency-organization superior and create customer value.

In contrast, organizations do down-size theirworkforce for enhancing their competitiveness andmeeting four of their objectives

Reducing costs.

Replacing labor with technology. Mergers and acquisitions.

Relocation.

For whatever HR strategies are selected, final stage

is of implementation. Some individuals are heldaccountable for achieving goals, given powers andresources and must issue reports to ensurecompliance with the schedule.


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In HR, recruiting consists of any activity carried on by the

organization with the primary purpose of identifying andattracting potential employees.

- Internal Vs. External

- Lead-the-market Pay

- Employment at will

- Image Advertising

Recruiter Traits and

Behaviors

- Internal ( postings, DB

management, referrals)

- External (Agencies, Direct app,

Edu inst, Electronic)

Vacancy Characteristics Applicant Characteristics

JobChoic

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Generalizable

Reliable

Valid

High-

utility

Legal


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It is a low cost way to gather basic data frommany applicants, contains information likecontact details, work experience, Educationalbackground etc.

Resumes are a usual way of introduction to apotential employer.

References and background checks have

become increasingly popular for security andtrustworthiness.


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When organizations identify candidates whomeet the basic requirement, the processcontinues with narrower pool of candidates.

Employment tests fall into two broad

categories: Aptitude Tests

Achievement Tests

Physical & Cognitive ability tests,

performance tests, personality tests, medicalexaminations.


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Interviews bring together job applicants andemployer reps to obtain information andevaluate qualification.

Various interviewing techniques are usedincluding Non- directive interview.

Structured interview.

Situational interview.

Behavior description interview.

Panel interview.


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There are various advantages anddisadvantages of interview.

(Comments????) Organizations can reap maximum

advantages, if they carefully plan this activity.

Selection decision the best fit, throughmultiple-hurdle model or compensatorymodel by the organization.


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acquiring human resource and recruiting

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