,Click to edit Master text styles,Second level,Third level,Fourth level,Fifth level,10/7/2013,Copyright 2015 Pearson Education,Inc.,#,Click to edit Master title style,5,5-,1,Personnel Planning and Recruiting,55-1Personnel Planning and Rec,5-,2,Explain the main techniques used in employment planning and forecasting.,Explain and give examples for the need for effective recruiting.,Name and describe the main internal sources of candidates.,Learning Objectives,5-2 Explain the main technique,5-,3,List and discuss the main outside sources of candidates.,Explain how to recruit a more diverse workforce.,Developing and Using Application Forms:Discuss practical guidelines for obtaining application information.,Learning Objectives,5-3 List and discuss the main,5-,4,Explain the main techniques used in employment planning and forecasting,.,5-4Explain the main techniques,5-,5,Introduction,5-5Introduction,5-,6,Workforce Planning and Forecasting,Workforce planning ideally precedes recruitment and selection,Differs from succession planning,Towers Watson Workforce MAPS,5-6Workforce Planning and Fore,5-,7,Workforce Planning and Forecasting,Strategy and workforce planning,Forecasting personnel needs(labor demand),Trend analysis,Ratio analysis,The scatter plot,5-7Workforce Planning and Fore,5-,8,Forecasting the Supply of Inside Candidates,Manual systems,and replacement,charts,Computerized skills inventories,Markov analysis,Privacy,5-8Forecasting the Supply of I,5-,9,Forecasting the Supply of Outside Candidates,Talent management,Action planning for labor supply and demand,Succession Planning,5-9Forecasting the Supply of O,5-,10,IMPROVING PERFORMANCE:,HR Practices Around,the Globe,Valero Energy created a“labor supply chain”for improving the efficiency of its workforce planning,recruiting,and hiring process.,Analytic tool now predicts Valeros labor needs based on past trends.,5-10IMPROVING PERFORMANCE:HR,5-,11,Review,Forecasting,Manual puterized systems,Managing talent,Action planning,5-11ReviewForecasting,5-,12,Explain and give examples for the need for effective recruiting,.,5-12Explain and give examples,5-,13,Why Effective Recruiting Is Important,The need for effective recruiting,What makes recruiting a challenge?,Organizing how you recruit,The supervisors role,Recruiting pyramid,5-13Why Effective Recruiting I,5-,14,Importance,Challenge,Organizing,Review,5-14ImportanceReview,5-,15,Name and describe the main internal sources of candidates,.,5-15Name and describe the main,5-,16,Using internal sources,Finding internal candidates,Rehiring,Internal Sources of Candidates,5-16Using internal sourcesInte,5-,17,Internal sources,Finding internal candidates,Rehiring,Review,5-17Internal sourcesReview,5-,18,List and discuss the main outside sources of candidates.,5-18List and discuss the main,5-,19,Informal Recruiting and the Hidden Job Market,Job openings arent publicized,Jobs are created and become available when employers come across the right candidates,Outside Candidates,5-19Informal Recruiting and th,5-,20,Outside Candidates,Internet recruiting,Online recruiting,Texting,Dot-jobs,Virtual job fairs,Tracking,Effectiveness,Advertising media,5-20Outside CandidatesInternet,5-,21,Attention,Interest,Desire,Action,Writing the Ad,5-21AttentionWriting the Ad,5-,22,Employment Agencies,Public,Nonprofit agencies,Private agencies,5-22Employment AgenciesPublic,5-,23,Temp Agencies and Alternative Staffing,Pros and cons,What supervisors should know about temporary employees concerns,Legal guidelines,Alternative staffing,5-23Temp Agencies and Alternat,5-,24,Outside Candidates,Offshoring and Outsourcing Jobs,Executive Recruiters,Referrals and Walk-Ins,On-Demand Recruiting Services,College Recruiting,Telecommuters,5-24Outside CandidatesOffshori,5-,25,IMPROVING PERFORMANCE:,HR as a Profit Center,Cutting Recruitment Costs,GE Medical hires about 500 technical workers a year,Cut its hiring costs by 17%,GE is also using more recruitment process outsourcers,5-25IMPROVING PERFORMANCE:GE,5-,26,Other Issues,Recruiting source use and effectiveness,Measuring recruiting effectiveness,5-26Other IssuesRecruiting sou,5-,27,Internet recruiting,Advertising,Media,Review,5-27Internet recruitingReview,5-,28,Writing the ad,Employment agencies,Temp agencies,alternative staffing,Other sources of candidates,Recruiting,Measuring effectiveness,Review,5-28Writing the adReview,5-,29,Explain how to recruit a more diverse workforce.,5-29Explain how to recruit a m,5-,30,Recruiting women,Single parents,Older workers,Recruiting minorities,Disabled workers,Recruiting a More,Diverse Workforce,5-30Recruiting womenRecruiting,5-,31,Review,Recruiting a more diverse workforce,Developing and using application forms,5-31ReviewRecruiting a more di,5-,32,Developing and Using Application Forms:Discuss practical guidelines for obtaining application information,.,5-32Developing and Using Appli,5-,33,Purpose of Application Forms,Application Forms and Predicting Job Performance,Application Forms and EEO