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Lecture Fundamentals of human resource management (5/e) - Chapter 5: Managing human resources

After reading chapter 5, you should be able to: Discuss how to plan for human resources needed to carry out the organization's strategy, determine the labor demand for workers in various job categories, summarize the advantages and disadvantages of ways to eliminate a labor surplus and avoid a labor shortage, describe recruitment policies organizations use to make job vacancies more attractive. | FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT 5TH EDITION BY R.A. NOE, J.R. HOLLENBECK, B. GERHART, AND P.M. WRIGHT CHAPTER 5 PLANNING FOR AND RECRUITING HUMAN RESOURCES Process of HR Organizations should carry out HR planning so as to meet business objectives and gain a competitive advantage over competitors. HR planning compares present state of the organization with its future goals to identify what changes it must make in its HR to meet those goals. Forecasting- determines supply and demand to predict areas within the organization where there will be labor shortages or surpluses. Goal Setting and Strategic Planning Purpose of setting specific numerical goals is to focus attention on the problem and provide a basis for measuring the organization’s success in addressing labor shortages and surpluses. Goals should come directly from analysis of supply and demand. For each goal, organization must choose one or more HR strategies. Organizations should retain and attract employees who provide a core competency (what makes it better than competitors) Options for Reducing a Surplus Options for Avoiding a Shortage Implement and Evaluate HR Plan When implementing HR strategy, organizations must hold individuals accountable for achieving goals and give them authority and resources needed to accomplish those goals. Regular progress reports should be issued. Evaluation of results should look at tactual numbers and identify which parts of planning process contributed to success or failure. Workforce Utilization Review- compares employees in protected groups with proportion that each group represents in relevant labor market. Figure 5.2: Three Aspects of Recruiting Personnel Policies Several personnel policies are especially relevant to recruitment: Recruitment Sources: External Sources Evaluating the Quality of a Source A ratio that expresses percentage of applicants who successfully move from one stage of the recruitment and selection process . | FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT 5TH EDITION BY R.A. NOE, J.R. HOLLENBECK, B. GERHART, AND P.M. WRIGHT CHAPTER 5 PLANNING FOR AND RECRUITING HUMAN RESOURCES Process of HR Organizations should carry out HR planning so as to meet business objectives and gain a competitive advantage over competitors. HR planning compares present state of the organization with its future goals to identify what changes it must make in its HR to meet those goals. Forecasting- determines supply and demand to predict areas within the organization where there will be labor shortages or surpluses. Goal Setting and Strategic Planning Purpose of setting specific numerical goals is to focus attention on the problem and provide a basis for measuring the organization’s success in addressing labor shortages and surpluses. Goals should come directly from analysis of supply and demand. For each goal, organization must choose one or more HR strategies. Organizations should retain and attract employees who