5 Personnel Planning

and Recruiting
Human Resource Management
14th Edition, Global Edition

4-

Gary Dessler

Copyright © 2015 Pearson Education Ltd.

5-1
 Learning Objectives

1. Explain the main techniques used in

employment planning and forecasting.
2. Explain and give4-examples for the
need for effective recruiting.
3. Name and describe the main internal
sources of candidates.

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 Learning Objectives

4. List and discuss the main outside

sources of candidates.
5. Explain how to recruit a more diverse
4-
workforce.
6. Developing and Using Application
Forms: Discuss practical guidelines for
obtaining application information.

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Explain the main techniques
used in employment
planning and4- forecasting.

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Introduction
4-

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 Workforce Planning and
Forecasting

• Workforce planning ideally precedes

recruitment and selection
4-
o Differs from succession planning
• Towers Watson Workforce MAPS

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 Workforce Planning and
Forecasting
• Strategy and workforce
planning
• Forecasting personnel
needs (labor demand)
4-
o Trend analysis
o Ratio analysis
o The scatter plot

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 Forecasting the Supply of Inside
Candidates

• Manual systems
and replacement
charts
• Computerized skills 4-

inventories
• Markov analysis
• Privacy

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 Forecasting the Supply of
Outside Candidates

• Talent management
• Action planning for labor
4-

supply and demand

• Succession Planning

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 IMPROVING PERFORMANCE:
HR Practices Around
the Globe
• Valero Energy created a “labor
supply chain” for improving the
efficiency of its workforce
4- planning,
recruiting, and hiring process.
o Analytic tool now predicts
Valero’s labor needs based on
past trends.

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 Review

4-

• Forecasting
• Manual vs. computerized systems
• Managing talent
• Action planning

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Explain and give examples for
the need for effective
recruiting.
4-

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 Why Effective Recruiting
Is Important
• The need for effective
recruiting
• What makes recruiting a
4-
challenge?
• Organizing how you
recruit
o The supervisor’s role
o Recruiting pyramid

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 Review

• Importance
4-
• Challenge
• Organizing

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Name and describe the
main internal
4-
sources of
candidates.

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 Internal Sources of
Candidates
• Using internal
sources
• Finding internal
candidates 4-
• Rehiring

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 Review

• Internal sources
• Finding internal
4-
candidates
• Rehiring

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List and discuss the main
outside sources
4-
of
candidates.

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 Outside Candidates

• Informal Recruiting and the Hidden

Job Market
o Job openings aren’t
4- publicized
o Jobs are created and become
available when employers come
across the right candidates

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Outside Candidates
• Internet recruiting
o Online
recruiting
o Texting
o Dot-jobs 4-
o Virtual job fairs
o Tracking
o Effectiveness
• Advertising –
media

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 Writing the Ad

• Attention
• Interest
4-
• Desire
• Action

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 Employment Agencies

• Public
• Nonprofit 4-

agencies
• Private agencies

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Temp Agencies and Alternative
Staffing
• Pros and cons
• What supervisors should
4-
know about temporary
employees’ concerns
• Legal guidelines
• Alternative staffing
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 Outside Candidates

• Offshoring and Outsourcing Jobs

• Executive Recruiters
• Referrals and Walk-Ins
4-
• On-Demand Recruiting Services
• College Recruiting
• Telecommuters

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 IMPROVING PERFORMANCE:
HR as a Profit Center

Cutting Recruitment Costs

• GE Medical hires about 500 technical

4-
workers a year
o Cut its hiring costs by 17%
o GE is also using more recruitment
process outsourcers
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 Other Issues

• Recruiting
source use and
4-
effectiveness
• Measuring
recruiting
effectiveness

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 Review

• Internet recruiting
• Advertising 4-

• Media

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 Review

• Writing the ad
• Employment agencies
• Temp agencies, alternative
4-
staffing
• Other sources of candidates
• Recruiting
• Measuring effectiveness
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Explain how to recruit a
more diverse
4- workforce.

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 Recruiting a More
Diverse Workforce

• Recruiting women
• Single parents
4-
• Older workers
• Recruiting minorities
• Disabled workers

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 Review

• Recruiting a more
diverse workforce
• Developing and 4-

using application
forms

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 Developing and Using Application
Forms: Discuss practical guidelines
for obtaining application
4- information.

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 Application Information

• Purpose of Application Forms

4-
• Application Forms and Predicting
Job Performance
• Application Forms and EEO law

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 IMPROVING PERFORMANCE:
HR Tools for Line Managers and
Entrepreneurs
• Application Guidelines
o “Employment History” section,
request information
4- on each prior
employer
o Signing the application, the applicant
should certify falsified statements may
be cause for dismissal

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 Review
• Practical Guidelines
• Application Forms and EEO
• Mandatory Arbitration

4-

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 Improving Performance at
The Hotel Paris

• Given the hotel’s required personnel

skills, what recruiting sources would
4-
you have suggested they use, and
why?
• What would a Hotel Paris help
wanted ad look like?

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Hotel Paris
Strategy
Chapter 5

4-

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Inc.
 4-

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Inc.