MGT 340: HR Planning, Recruitment, & Selection

Attracting a Quality Workforce

Attracting a Quality Workforce

-The first responsibility of human resource management is to attract to the organization a high quality workforce

-Founder Leonard Lee comments, “you can do almost anything with a person who has the right basic instincts, and you can do practically nothing with someone who doesn’t.

-To attract the right people, an organization should know exactly what their looking for such as a clear understands of jobs to be done and the right talents required.

Human Resource Planning

Human Resource Planning

-Human resource planning is the process of analyzing an organization’s human resource needs and determining how to best fill them.

-The steps to this process are the following

step1 : review organizational mission, objectives and strategies

step 2: review human resource objectives and strategies

step 3: assess current human resources

step 4: forecast human resource needs

step 5: develop and implement human resource plans to match people and job openings

-Ultimately, the planning process should help managers identify staffing requirements, assess the existing workforce and determine what additions or replacements are needed.

-The foundations for human resource planning are set by job analysis.

-The job analysis provides useful information that can be used for job descriptions which is a written statement of job duties and responsibilities

The Recruiting Process

Recruitment is a set of activities designed to attract a qualified pool of job applicants. There are 3 steps to a recruitment process.

1) Advertisement of a job vacancy.

2) Preliminary contact with potential job canditates.

3) Initial screening to create a pool of qualified applicants.

External recruitment: is a recruitment technique in which jobs candidates are brought from outside the hiring organization.

 Websites such as workoplis.com, Monster.com, LinkedIn.com, Newspapers,and technical training centers are all sources of external recruits.

 Example: When Nokia needed high tech talent, they posted an advertisement and received hundreds of thousands of resumes from people all over the world. This basically means that there are no longer any geographical boundaries in the job market.

Internal Recruitment: seeks applicants from inside an organization. In this technique it’s usually the high positions members (Managers) who would recommend subordinates for the positions. This type of recruitment also creates opportunities for long-term career paths.

 Example: The current CEO of Coca Cola worked his way up, it’s an example of how loyalty and hard-work can pay off.

Both recruitment techniques have their advantages and disadvantages.

External gives opportunities to bring in outsiders with fresh perspectives. Also gives companies chance to bring in specialized individuals.

Internal is usually less expensive. It deals with persons who are well-known and established within a company. History says that Internal recruitment builds company loyalty and provides company with hard-working individuals.

Realistic Job previews

Realistic Job previews provide job candidates with all pertinent information about a job and organization. This is in contrast to traditional recruitment which creates unrealistic expectation and employees quit when new employees become disillusioned.

Effects:

Unrealistic expectation causing costly turn overs

Quitting the job

Suffering career disruption

Employee suffers lost productivity and the added cost of recruiting again.

The following are some of the phrases to state the workplace negatives, helping the candidate understand the realistic job expectations and being prepared for the ups and downs:

“Of course, there are some downsides…”

“Things don’t go the way we hope…”

“Something that you may want to be prepared for is…

How to make selection decisions

How to Make Selection Decision

The process of deciding which applicants are suitable for the specific workplace based on experience and skills chosen from a group of applicants. Six of the steps are typical when selecting: completion of a formal application from, interview, testing, reference checks, physical examination/drug testing and final analysis and decision to hire or reject.

Application Form

Form that assures that the individual as a formal candidate for a job

Keeps track of applicants' personal history and qualifications

Resumes are included with job application

The document must summarize an applicant's special qualifications

Applicants must always prepare their resume for job search

Section Process Reason for Rejection

1) Formal application Deficient qualifications

2) Interview or site visit Insufficient ability ambition,

or poor interpersonal qualities

3) Testing Poor test scores

4) Reference checks Poor reference

5) Physical exam physically unfit for the job

6) Analysis and Decision Overall potential is low

Interview

When both the job applicant and potential employees learn a lot about each other

What not to do- Interviewer

Asking the wrong questions

Talk to much

Wrong people may do the interviewing

Personal biases prevents an applicant

What not to do- Applicant

Unprepared

Poor communication skills

Lack interpersonal skills

Employment Test

Testing is used when screening a job applicants

Identify their intelligence, aptitudes, personality and interests

This information is gathered to understand the applicants future success

Test should meet cretica of reliability and validity

Job relevant skills and personal characteristics (assessment center, work sampling)

Reference checks are inquired to previous employers, academic advisors, co-workers, and/or acquaintances regarding the qualification, experience and past work records of a job applicant. They can better inform potential employers and help gain credibility to the candidate.

Physical examinations are medical examinations that are required to make a post-offer condition of employment and justify this requirement. Employers cannot discriminate based on an assumption of physical disability. In some cases as in a drug test where the employer can prove relevant information onto the position it is argued to be a privacy issue. In some states, like Ohio, employers can also test for nicotine.

The best selection process takes consultation among the applicant, future manager or team leader and co-workers. The emphasis in selection should be comprehensive and should focus on the person’s capacity to perform well.

The Worst Interviewer --EVER