人性管理－为你的员工量体裁衣（PPT23页）

GaryDesslerHumanResourceManagement,8thEditionChapterFourPersonnelPlanningandRecruiting©PrenticeHall,2000Chapter4BehavioralObjectivesExplaintheprocessofforecastingpersonalrequirements.Discusstheprosandconsofeightmethodsusedforrecruitingjobcandidates.Describehowtodevelopanapplicationform.Explainhowtouseapplicationformstopredictjobperformance.Whenyoufinishstudyingthischapter,youshouldbeableto:1©PrenticeHall,2000Chapter4ConsiderationsinForecastingPersonnelNeeds1.Projectedturnover(asaresultofresignationsorterminations)2.Qualityandskillsofyouremployees(inrelationtowhatyouseeasthechangingneedsofyourorganization)3.Decisionstoupgradethequalityofproductsorservicesorenterintonewmarkets4.Technologicalandotherchangesresultinginincreasedproductivity5.Thefinancialresourcesavailabletoyourdepartment2©PrenticeHall,2000Chapter4HowtoForecastPersonnelNeedsThereareseveralwaystopredictfutureemploymentneeds.Theyincludethefollowing:TrendAnalysisRatioAnalysisTheScatterPlotUsingComputerstoForecastPersonnelRequirementsManagerialJudgment3©PrenticeHall,2000Chapter4DeterminingtheRelationshipBetweenHospitalSizeandNumberofNurses20040060080010001200140020040060080010001200(1210)HospitalSize(No.ofBeds)NumberofRegisteredNurses4©PrenticeHall,2000Chapter4RecruitingYieldPyramid501001502001200NewhiresOffersmade(2:1)Candidatesinterviewed(3:2)Candidatesinvited(4:3)Leadsgenerated(6:1)5©PrenticeHall,2000Chapter4RecruitingJobCandidatesSomesourcesofjobcandidatesinclude:AdvertisingasasourceofCandidatesEmploymentagenciesasasourceofcandidatesAlternativeStaffingTechniquesExecutiverecruitersasasourceofcandidatesCollegerecruitingasasourceofcandidatesReferralsandwalk-insasasourceofcandidatesRecruitingontheInternet6©PrenticeHall,2000Chapter4TypesofEmploymentAgenciesTherearethreetypesofemploymentagencies:Publicagenciesoperatedbyfederal,state,orlocalgovernmentsAgenciesassociatedwithnonprofitorganizationsPrivatelyownedagencies7©PrenticeHall,2000Chapter4SomeReasonsforChoosingtoUseandEmploymentAgencyYourfirmdoesnothaveitsownHRdepartmentandisnotgearedtodorecruitingandscreening.Yourfirmhasfounditdifficultinthepasttogenerateapoolofqualifiedapplicants.Aparticularopeningmustbefilledquickly.Thereisaperceivedneedtoattractagreaternumberofminorityorfemaleapplicants.Therecruitmenteffortisaimedatreachingindividualswhoarecurrentlyemployedandwhomightfeelmorecomfortabledealingwithemploymentagenciesratherthancompetingcompanies.8©PrenticeHall,2000Chapter4CommonAlternativeStaffingOptionsTraditionaltemporaryhelp.Long-termtemporaryassignments.Mastervendorarrangements.In-housetemporaryemployees.Payrolling.Part-timeemployees.Independentcontractors.Contracttechnicalworkers.Employeeleasing.Outsourcingormanagedservices.Temp-to-permprograms.Temp-to-leaseprograms.9©PrenticeHall,2000Chapter4ApplicationFormsTheapplicationformisagoodwaytoquicklycollectverifiableandthereforefairlyaccuratehistoricaldatafromthecandidate.Itusuallyincludesinformationaboutsuchareasaseducation,priorworkhistory,andhobbies.10©PrenticeHall,2000Chapter4EqualOpportunityandApplicationFormsSeveralsubtletypesofpotentiallydiscriminatoryquestionsoftencreepintoforms,relatingtothefollowingareas:EducationArrestrecordsNotifyincaseofemergencyMembershipinorganizationsPhysicalhandicapsMaritalstatusHousing11