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Lecture Managing human resources (6th edition): Chapter 6 - Wayne Cascio

Chapter 6 - Recruiting. The learning objectives for this chapter include: Prepare an overview of the individual on-job training process, explain steps in the four-step individual on-job training method, explain additional individual training methods,. | Chapter 6 Recruiting Phases of Recruiting & Selecting Employees Job analysis Workforce planning Recruitment Initial screening Selection Orientation Placement Training Performance appraisal Developing Recruitment Policy: Labor Market Issues A labor market is a geographical area within which the forces of supply (people looking for work) interact with the forces of demand (employers looking for people), and thereby determine the price of labor Limits of the labor market Geography Education and/or technical background required to perform the job Industry Licensing or certification requirements Union membership Developing Recruitment Policy: Labor Market Issues Three elements compose internal labor markets Formal and informal practices that determine how jobs are organized and described Methods for choosing candidates Procedures and authorities through which potential candidates are generated by those responsible for filling open jobs Changing market conditions produce changes in . | Chapter 6 Recruiting Phases of Recruiting & Selecting Employees Job analysis Workforce planning Recruitment Initial screening Selection Orientation Placement Training Performance appraisal Developing Recruitment Policy: Labor Market Issues A labor market is a geographical area within which the forces of supply (people looking for work) interact with the forces of demand (employers looking for people), and thereby determine the price of labor Limits of the labor market Geography Education and/or technical background required to perform the job Industry Licensing or certification requirements Union membership Developing Recruitment Policy: Labor Market Issues Three elements compose internal labor markets Formal and informal practices that determine how jobs are organized and described Methods for choosing candidates Procedures and authorities through which potential candidates are generated by those responsible for filling open jobs Changing market conditions produce changes in recruitment policies Improving the characteristics of vacant positions Reducing hiring standards Using more (and more expensive) recruiting methods Extending searches over a wider geographical area ‘Mating’ Theory of Recruitment: A Two-Way Process ‘Mating’ theory of recruitment – candidates seek out organizations, just as organizations seek out candidates Three conditions necessary for organizations and candidates to meet: A common communication medium The candidate perceives a match between his/her personal characteristics and the organization’s stated job requirements The candidate is motivated to apply for the job Recruitment Planning Recruitment begins with a clear specification of two necessary elements: The number of people needed When they are needed Two forms of recruitment: Internal Initial consideration given to current employees External Consideration given to the outside labor market Reasons for Internal Recruitment Considering internal over external recruitment External .