Professional Documents
Culture Documents
12
McGraw-Hill/Irwin
Principles of Management
12 - 3
Learning Objectives
1. Outline the human resource staffing process.
2. Explain how human resource planning is connected to
corporate strategic planning.
3. Describe the steps followed in human resource planning.
4. Discuss the importance of diversity in organizational settings.
5. Explain the value of the employer brand in recruitment.
6. Identify ways to improve the validity of employment
interviews.
7. Describe several selection methods for hiring employees.
8. Outline training methods and what managers should do to
maximize their effectiveness.
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Human Resource
Staffing Process
Organizational
strategy and
planning
Plan human
resource needs
Recent job
applicants
Select job
applicants
Develop
employees
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Human Resource
Planning Process
STEP 1
Step 2
Step 3
Step 4
Step 5
Conduct
job
analysis
Estimate
Future HR
demand
Document
current HR
supply
Estimate
future
Internal
HR supply
Estimate
future
External
HR supply
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Myths of Recruiting
Myth #1: Companies
should attract as
many job applicants
as possible
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Recruiting Channels
Internal
- Job postings
- Weekly company newspaper
- Company intranet
External
- Employee referrals
- Advertising
- Campus visits
- Agencies
Online recruiting (e-recruiting)
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Selection
The process of deciding which job applicants will make
the most suitable employees
Runs along side the recruiting process
In order to know which selections methods to
use, management needs to consider the following:
- What constitutes a suitable candidate?
- How well the selection method measures or predicts that
suitability?
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Selection Method
Popularity
Validity
High
Moderate
Moderate
Moderately high
Unstructured employment
interviews
Very high
Low to moderate
Patterned behavior
description interview
Moderate
Moderately high
Ability tests
Moderate
Moderate
Personality tests
Moderately low
Low to moderate
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Employers Hiring
Mistakes
Do not pre-screen candidates
Fail to prepare the candidates
Fail to prepare the interviewers
Rely on the interview to evaluate the candidate
Do nothing but talk during an interview
Evaluate personality, not job skills and experience
Fail to differentiate the critical job skills
Develop a small candidate pool
Source: humanresources.about.com
12 - 11
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Employee Orientation
The organizations systematic process of helping new
employees make sense of and adapt to the work
context
Process of communicating work-related information
beginning with recruiting continuing through the
beginning of employment
Realistic job preview (RJP) giving job applicants a
balance of positive and negative information about the
job and work context
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Training Methods
Training Method
Lectures, reading,
Job rotation
discussions
Audiovisual materials
Computer-based training
Action learning
Coaching/mentoring
Supporting the
Training Process
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have