Personnel Planning and Recruitment

Personnel Planning and Recruitment

Forecasting Need for Employees Many American firms are weak in this area. – Lay offs – Shortages – Schools not producing skills needed

Forecasting Options Trends Ratios- Sales/Production, turnover rates Scatter plots (correlations) Weakness – No alignment with strategy – Old way of doing business – Built in low productivity standards

Internal Forecast Employer need to know versus individual right to privacy – Who has access to personnel data?

Recruitment Who do you want? – Right person on the bus, in the right seat, at the right time – Succession planning Identifying and analyzing key jobs Creating and assessing candidates Selecting the right people Who is going to do it? – In house staff, headhunters, temp agencies

Finding Outside Candidates Advertising – TV, Web, Newspapers College campuses Walk-ins Women Minorities Single Parents Older workers Former workers

Filling the job Temp workers Full Time worker Offshore/Outsource

Use of Applications Gather substantive data (education, work experience) Previous growth and career progress Stability Data base to make a prediction of success in job

We need nurses!!!! How many? When? Where will you find them? How will you let them know about the job? How will you fill them (permanent, temporary, outside staffing)? Why How will you attract them to the job? What data do you need about them? How are you going to get it? How do you know your efforts are an example of a highperforming HR Department?