人力资源讲义5.ppt

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1、PersonnelPlanningandRecruitingAfterstudyingthischapter,youshouldbeableto:Explainthemaintechniquesusedinemploymentplanningandforecasting.Listanddiscussthemainoutsidesourcesofcandidates.Effectivelyrecruitjobcandidates.Nameanddescribethemaininternalsourceso

2、fcandidates.Developahelpwantedad.Explainhowtorecruitamorediverseworkforce.©2005PrenticeHallInc.Allrightsreserved.5–2TheRecruitmentandSelectionProcessDecidewhatpositionsyou’llhavetofillthroughpersonnelplanningandforecasting.Buildapoolofcandidatesforthesejo

3、bsbyrecruitinginternalorexternalcandidates.Havecandidatescompleteapplicationformsandperhapsundergoaninitialscreeninginterview.Useselectiontechniquesliketests,backgroundinvestigations,andphysicalexamstoidentifyviablecandidates.Decidewhotomakeanofferto,byha

4、vingthesupervisorandperhapsothersontheteaminterviewthecandidates.3©2005PrenticeHallInc.Allrightsreserved.StepsinRecruitmentandSelectionProcessFigure5–1Therecruitmentandselectionprocessisaseriesofhurdlesaimedatselectingthebestcandidateforthejob.4©2005Prent

5、iceHallInc.Allrightsreserved.PlanningandForecastingEmploymentorpersonnelplanningTheprocessofdecidingwhatpositionsthefirmwillhavetofill,andhowtofillthem.SuccessionplanningTheprocessofdecidinghowtofillthecompany’smostimportantexecutivejobs.Whattoforecast?Ov

6、erallpersonnelneedsThesupplyofinsidecandidatesThesupplyofoutsidecandidates5©2005PrenticeHallInc.Allrightsreserved.LinkingEmployer’sStrategytoPlansFigure5–26©2005PrenticeHallInc.Allrightsreserved.ForecastingPersonnelNeedsTrendanalysisThestudyofafirm’spaste

7、mploymentneedsoveraperiodofyearstopredictfutureneeds.RatioanalysisAforecastingtechniquefordeterminingfuturestaffneedsbyusingratiosbetweenacausalfactorandthenumberofemployeesneeded.Assumesthattherelationshipbetweenthecausalfactorandstaffingneedsisconstant7

8、©2005PrenticeHallInc.Allrightsreserved.TheScatterPlotScatterplotAgraphicalmethodusedtohelpidentifytherelationshipbetweentwovariables.SizeofHospitalNumberof(NumberofBeds)RegisteredNurses20024030026040047050050060062