Professional Documents
Culture Documents
Management
TWELFTH EDITION
GARY DESSLER
BIJU VARKKEY
Part 2 | Recruitment and Placement
Chapter 5
52
FIGURE 51
The recruitment and selection process is a series of hurdles aimed at selecting the best candidate for the job.
FIGURE 52
53
54
Succession Planning
The process of deciding how to fill the companys
What to Forecast?
Overall personnel needs
The supply of inside candidates
The supply of outside candidates
Copyright 2011 Dorling Kindersley (India) Pvt. Ltd
Authorized adaptation from the United States edition of Human
Resource Management, 12/e
55
Forecasting
Tools
Trend Analysis
Ratio Analysis
Scatter Plotting
56
FIGURE 53
Determining the
Relationship
Between Hospital
Size and Number
of Nurses
Note: After fitting the
line, you can project
how many employees
youll need, given your
projected volume.
Size of Hospital
(Number
of Beds)
Number of
Registered
Nurses
200
240
300
260
400
470
500
500
600
620
700
660
800
820
900
860
57
58
Forecasting
Creating
59
Qualification
Inventories
Manual
Systems and
Replacement
Charts
Computerized
Information
Systems
510
511
Effective Recruiting
External Factors Affecting Recruiting
Supply of workers
Outsourcing of white-collar jobs
Fewer qualified candidates
512
513
Evaluating
Recruiting
Effectiveness
What to
Measure
How to
Measure
514
Disadvantages
Foreknowledge of
candidates strengths and
weaknesses
Candidates have a
stronger commitment to the
company
Inbreeding strengthens
tendency to maintain the
status quo.
Increases employee
morale
Less training and
orientation required
Copyright 2011 Dorling Kindersley (India) Pvt. Ltd
Authorized adaptation from the United States edition of Human
Resource Management, 12/e
515
Rehiring Former
Employees
Job Posting
Hiring from
Within
Succession
Planning (HRIS)
Copyright 2011 Dorling Kindersley (India) Pvt. Ltd
Authorized adaptation from the United States edition of Human
Resource Management, 12/e
516
Executive Recruiters
Advertising
On Demand Recruiting
Services (ODRS)
Employment Agencies
College Recruiting
Offshoring/Outsourcing
517
Social media
Pakistan HR Forum
518
Disadvantages
519
Trade
Internet
Effective Ads
Create attention, interest, desire, and action (AIDA).
Create a positive impression of the firm.
Copyright 2011 Dorling Kindersley (India) Pvt. Ltd
Authorized adaptation from the United States edition of Human
Resource Management, 12/e
520
10
Employment Agencies
Types of Employment
Agencies
Government
Employment
Exchanges
Nonprofit
Agencies
Private
Agencies
521
screening capabilities.
To attract a pool of qualified applicants.
To fill a particular opening quickly.
To attract more minority or female applicants.
To reach currently employed individuals who are
522
11
descriptions.
Make sure tests, application blanks, and interviews
523
administration costs
Costs of Temps
Increased labor costs due to fees paid to temp
agencies
Temp employees lack of commitment to the firm
524
12
525
13
527
thorough search.
2. Meet individual who will handle your assignment.
3. Ask how much the search firm charges.
checking.
Copyright 2011 Dorling Kindersley (India) Pvt. Ltd
Authorized adaptation from the United States edition of Human
Resource Management, 12/e
528
14
goals
To determine if the
candidate is worthy of
further consideration
To attract good
candidates
On-site visits
Invitation letters
Assigned hosts
Information packages
Planned interviews
Timely employment
offer
Follow-up
Internships
529
Walk-ins
Seek employment through a personal direct
business practice.
Copyright 2011 Dorling Kindersley (India) Pvt. Ltd
Authorized adaptation from the United States edition of Human
Resource Management, 12/e
530
15