文档介绍：McGraw-Hill/Irwin
© 2006 The McGraw-panies, Inc. All rights reserved.
Part Two: Acquisition and Preparation of Human Resources
Chapter 5 - Human Resource Planning and Recruitment
Chapter 6 - Selection and Placement
Chapter 7 - Training
Chapter
5
© 2006 The McGraw-panies, Inc. All rights reserved.
McGraw-Hill/Irwin
Human Resource Planning and Recruitment
Discuss how to align pany’s strategic direction with its human resource planning.
Determine the labor demand for workers in various job categories.
Discuss the advantages and disadvantages of various ways of eliminating a labor surplus and avoiding a labor shortage.
McGraw-Hill/Irwin
© 2006 The McGraw-panies, Inc. All rights reserved.
5
Chapter
Human Resource Planning and Recruitment
Describe the various recruitment policies anizations adopt to make job vacancies more attractive.
List the various sources from which job applicants can be drawn, their relative advantages and disadvantages, and the methods for evaluating them.
Explain the recruiter’s role in the recruitment process, the limits the recruiter faces, and the opportunities available.
5
Chapter
McGraw-Hill/Irwin
© 2006 The McGraw-panies, Inc. All rights reserved.
Stages in Human Resource Planning
Forecasting
Labor Demand
Labor Supply
Goal Setting and Strategic Planning
Program Implementation and Evaluation
McGraw-Hill/Irwin
© 2006 The McGraw-panies, Inc. All rights reserved.
Forecasting Stage of Human Resource Planning
Determining Labor Demand
derived from product/service demanded
external in nature
Determining Labor Supply
internal movements caused by transfers, promotions, turnover, retirements, etc.
transitional matrices identify employee movements over time
useful for AA / EEO purposes
Determining Labor Surplus or Shortage
McGraw-Hill/Irwin
© 2006 The McGraw-panies, Inc. All rights reserved.
Strategies for Reducing an Expected Labor Surplus
Option Speed Extent of Human Suffering
Fast
Fast
Fast
Fast
Fast
Slow
Slow
Slow
Slow