Chap 5

Human Resource Management
Sixteenth Edition, Global Edition Learning Objectives (1 of 2)

5.1 Define workforce planning, and explain how to develop a
workforce plan.
Chapter 5 5.2 Explain the need for effective recruiting and how to make
recruiting more effective.
Personnel Planning and 5.3 Discuss the main internal sources of candidates.
Recruiting
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Learning Objectives (2 of 2)
5.4 Describe how to use recruiting to improve employee
engagement.
5.5 Discuss the main outside sources of candidates, and
Learning Objective 5.1: Define Workforce
create an employment ad. Planning, and Explain How to Develop a
5.6 Explain how to recruit a more diverse workforce.
Workforce Plan
5.7 Discuss practical guidelines for obtaining application
information.
Introduction Workforce Planning and Forecasting
• Also known as employment or personnel planning.
• The process of deciding what positions the firm will have
to fill, and how to fill them.
The recruitment and selection process is a series of hurdles aimed at

selecting the best candidate for the job.
Workforce Planning by Towers Watson

Maps Strategy and Workforce Planning
• Workforce planning should be an integral part of the firm’s
strategic planning process.
Source: © Towers Watson 2012. Used with permission.
Improving Performance: The Strategic Forecasting Personnel Needs (Labor
Context Demands)
1. Trend Analysis
Four Seasons 2. Ratio Analysis
3. Scatter Plot
Let’s talk about it… 4. Managerial Judgment
Forecasting the Supply of Inside Forecasting the Supply of Outside

Candidates Candidates
Personnel Replacement Charts • Managers’ sense of what’s happening
Figure 5-3 Personnel or Management Replacement Chart Showing • Supplement with formal labor market analysis
Development Needs of Potential Future Divisional Vice Presidents
Predictive Workforce Monitoring Succession Planning
• Annual plans may not be sufficient. • Systematically identifying, assessing, and developing
– Plan continuously organizational leadership to enhance performance.
• Matching projected labor supply and demand with a plan. • Three steps:
– Identify key position needs
– Develop inside candidates
– Assess and choose those who will fill the key positions
Why Effective Recruiting Is Important

• Improving recruitment effectiveness:
– Recruiters
Learning Objective 5.2: Explain the Need – Sources
for Effective Recruiting and How to Make – Branding
Recruiting More Effective
Know Your Employment Law:
The Recruiting Yield Pyramid Recruiting Employees
Figure 5-5 Recruiting Yield Pyramid In practice, “the key question in all recruitment procedures is
whether the method limits qualified applicants from applying.”
Internal Sources of Candidates

• Finding Internal Candidates
• Current employees
Learning Objective 5.3: Discuss the • “hiring from within”
Main Internal Sources of Candidates • Job posting
• Qualifications skills inventories
Employee Engagement Guide for
Managers
Promotion from Within

Learning Objective 5.4: Describe How to
Use to Recruiting to Improve Employee
Fed Ex
Engagement
Outside Sources of Candidates

• Employers can’t always get all the employees they need
from their current staff, and sometimes they just don’t
Learning Objective 5.5: Discuss the Main want to.
Outside Sources of Candidates, and Create
an Employment Ad
Informal Recruiting and the Hidden Job
Market Recruiting via the Internet
• Job openings aren’t publicized. • Ads on company Website
• Jobs are created and become available when employers • Job boards
come across the right candidates.
• Virtual job fairs
• Pros and cons
Using Recruitment Software and Trends Shaping HR: Science in Talent

Artificial Intelligence Management
• Applicant Tracking System (ATS)
– Online systems Google’s People Operations (HR)
– From application service providers (ASPs)
• Artificial intelligence systems Let’s take a look …
– Automating the resume analysis
– Beware of bias
Trends Shaping HR: Digital and Social
Improving Online Ads Media
Ineffective Ad, Recycled from Magazine Effective Web Ad (Space Not an Issue)
to the Web
Process Engineer Pay: $65k–$85k/year Do you want to help us make this a better LinkedIn and Beyond
Immediate Need in Florida for a world?
Wastewater Treatment Process Engineer. We are one of the top wastewater
Must have a min. 4–7 years Industrial treatment companies in the world, with Let’s take a look …
Wastewater exp. Reply installations from Miami to London to
KimGD@WatersCleanX.com Beijing. We are growing fast and looking for
an experienced process engineer to join
our team. If you have at least 4–7 years’
experience designing processes for
wastewater treatment facilities and a
dedication to make this a better world, we
would like to hear from you. Pay range
depending on experience is $65,000–
$85,000. Please reply in confidence to
KimGD@WatersCleanX.com
Advertising Employment Agencies

• The media Figure 5-7 Help Wanted Ad That Draws • Public agencies
Attention
• Constructing (writing) • Nonprofit agencies

the ad
• Private agencies
Source: “Help Wanted Ad That Draws Attention”, in

Giombetti Associates, Hampden, MA. Reprinted with
permission
HR and the Gig Economy: Temporary
Outside Sources: RPOs and ODRS Workers and Alternative Staffing
• Recruiting Process Outsourcers (RPOs) • Alternative staffing
• On-Demand Recruiting Services (ODRS) • Reason for using
• The Temp Agency
• Temp Employees’ Concerns
Know Your Employment Law Poaching

• Contract Employees • Can produce good recruits, but can be problematic
– Employer’s liability – Uber’s agreement to pay Google $245 million
– Don’t treat temporary workers as “employees”
Offshoring and Outsourcing Jobs Executive Recruiters
• Outsourcing • Working with Recruiters
– Outside vendors supply services – Use caution
• Offshoring • Internal Recruiting
– Outside vendors or employees abroad supply services
– Not just blue-collar jobs
Improving Performance: HR Tools for

Line Managers and Small Businesses Recruiting
• Referrals and Walk-ins
Recruiting 101 – Employee referral campaigns
– Walk-ins: direct applications
Let’s talk about it…
• On-Demand Recruiting Services
• College Recruiting
• Internships
• Military Personnel
Improving Performance: HR as a Profit
Center
Cutting Recruitment Costs

Learning Objective 5.6: Explain How
Let’s talk about it… to Recruit a More Diverse Workforce
Recruiting a More Diverse Workforce

• Women
• Single Parents Learning Objective 5.7: Discuss Practical
• Older Workers Guidelines for Obtaining Application
• Minorities Information
• The Disabled
Developing and Using Application
Forms (1 of 2) Know Your Employment Law
• Purpose of Application Forms • Application Forms and EEO Law
– First step in prescreening progress – Education
– Quickly collect candidate data – Arrest record
• Application Guidelines – Notify in case of emergency
– Detailed employment history – Membership in organizations
– Physical handicaps
– Marital status
– Housing
– Video resumes
Developing and Using Application

Forms (2 of 2) Chapter 5 Review
• Using Application Forms to Predict Job Performance
– Biodata
What you should now know….
• Mandatory Arbitration

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Human Resource Management

Sixteenth Edition, Global Edition Learning Objectives (1 of 2)

Slides in this presentation contain

The recruitment and selection process is a series of hurdles aimed at

Workforce Planning by Towers Watson

Source: © Towers Watson 2012. Used with permission.

Forecasting the Supply of Inside Forecasting the Supply of Outside

Why Effective Recruiting Is Important

Internal Sources of Candidates

Promotion from Within

Outside Sources of Candidates

Using Recruitment Software and Trends Shaping HR: Science in Talent

Advertising Employment Agencies

• Constructing (writing) • Nonprofit agencies

Source: “Help Wanted Ad That Draws Attention”, in

Know Your Employment Law Poaching

Improving Performance: HR Tools for

Cutting Recruitment Costs

Recruiting a More Diverse Workforce

Developing and Using Application

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