5 Personnel Planning
and Recruiting
4-
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.
5-2
4. Discuss a workforce planning method
you would use to improve employee
engagement.
5. List and discuss the main outside
sources of candidates.
4-
6. Explain how to recruit a more diverse
workforce.
7. Discuss practical guidelines for
obtaining application information.
5-3
Workforce Planning and
Forecasting
Workforce (or employment or
personnel) planning is the process
of deciding what positions the firm will
have to fill, and how
4- to fill them.
Towers Watson’s example(MAPS
software)
Tools ： biographical records 生物信息
skill shortage analyses
Judgement
5-4
4-
STRATEGY AND WORKFORCE
PLANNING
• Any workforce plans should flow from the
firm’s strategic plans.
• Improving Performance: The Strategic
Context
• Four Seasons(internal transfers)
HUAWEI‘S STRATEGY
SUCCESSION PLANNING
继任计划
• Succession planning is the ongoing
process of systematically identifying,
assessing, and developing
organizational leadership to enhance
performance.
•
SUCCESSION PLANNING
• Identify key needs(future key position
needs, high potentials)
• Develop inside candidates(creating
candidates)
• Assess and choose
EXAMPLE
• Dole Foods
• Pilat NAI
• Managers fill out online resumes(career
interests, geographic restrictions), assess
themselves on 4 competencies
• notify manager’s boss
• division head, divisional HR director
• senior vice president for HR, create career
development plans
WORKFORCE PLANNING PROCESS
1. Forecast the employer's demand for labor,
and the supply of labor.
2. Identify supply-demand gaps.
3. Develop action plans to fill the projected
gaps.
FORECASTING PERSONNEL
NEEDS(LABOR DEMAND)
Staffing needs reflect demand for its
products or services.
Forecast revenues first.
Short term: daily, weekly, and seasonal
(e.g. track daily sales trends)
Longer term: follow industry
publications and economic forecasts
Trend analysis 趋势分析
Trend analysis
Study of a firm's past
employment needs
over a period of years
to predict future needs.
4-
• initial rough estimate
• rarely depend just on
the passage of time
5-13
Ratio analysis 比率分析
Forecasts based on the historical ratio
between two variables.
1. some causal factor (like sales
volume)
4-
2. the number of employees required
Assumption: productivity remain the
same
The scatter plot
散点图
A graphical method used to help identify the
relationship between two variables.
Computerized personnel forecasting
4-
DRAWBACKS OF SCATTER PLOT
• Historical sales/personnel
relationships assume that the firm's
existing activities and skill needs will
continue as is.
• They tend to reward managers for
adding employees, irrespective 无顾 of
the company's need.
• They tend to institutionalize 使 ... 制度化
existing ways of doing things, even in
the face of change.
MANAGERIAL JUDGMENT
• Judgment is needed to adjust the forecast.
Forecasting the Supply of Inside
Candidates
• Which current employees are qualified
or trainable for the projected openings?
Personnel skills inventory
4- and
development record form
Personnel replacement charts and
position repacement card
5-18
COMPUTERIZED SKILLS INVENTORIES
• SurveyAnalytics's Skills Inventory
Software
• Perceptyx(www. [Link])
• Skill inventory: work experience codes,
product knowledge, level of familiarity,
industry experience, formal education,
foreign language skillls, relocation
limitations, career interests, and
performance appraisals
• process
• security
Forecasting the Supply of
Outside Candidates
• manager's sense
• umemployment rate
• formal labor market analyses
4-
• O*NET projections for most occupations
• Bureau of labor statistics: Monthly Labor
Review, Occupational Outlook Quarterly
5-21
NATIONAL BUREAU OF STATISTICS
国家统计局
• [Link]
• 国家统计局发布的就业数据有以下查找途径： 1 《“就业和工资
》 ”章，其中有“按三次产业分
就业人员数”“按城乡分就业人员数”等； 2 《中国人口和就业统计年鉴》，其中主要反映了
从劳动力抽样调查得出的主要就业情况； 3 《中国劳动统计年鉴》，除了劳动力抽样调查结果
外，更为详尽地反映了劳动统计报表汇总得出的城镇单位范围（包括国有单位、城镇集体单位和
其他单位）的就业情况。同时，国家统计局数据库年度数据中也会公布上述部分指标数据。
Why Effective Recruiting
Is Important
• Employee recruiting means finding and /or attracting
applicants for the employer’s open positions.
Steps in Recruitment and Selection
Process 4-
Copyright © 2015 Pearson
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Education, Inc.
Recruiting yield pyramid
招聘金字塔
The historical arithmetic relationships between
recruitment leads and invitees, invitees and
interviews, interviews and offers made, and
offers made and offers accepted.
4-
5-24
Internal Sources of
Candidates
• Pros: • Cons:
• strengths and • discontented
weaknesses 4- • inbreeding 同系繁殖
• more committed
• morale
• less orientation
• lower salary
Situations:
need specific skills
tough turnaround
inadequate sucession 5-25
Finding Internal Candidates
Job posting 工作公告 means publicizing
the open job to employees (usually by
literally posting it on company
intranets or bulletin4- boards).
Skill inventories (internal politics,
unfair)
Rehiring
REHIRE FORMER EMPLOYEES
• Reduced Onboarding and Ramp Up Times
• Boosts employee morale
• Skills Growth
• Higher retention rates
• Questionable Reliability
• Past Frictions
• Having feelings of entitlement
• Not willing to change
KEYS TO WOOING GREAT WORKERS
KEYS TO WOOING GREAT WORKERS
KEYS TO WOOING GREAT WORKERS
KEYS TO WOOING GREAT WORKERS
EMPLOYEE ENGAGEMENT GUIDE FOR
MANAGERS
• Promotion-from-within
• Frederick Smith’s belief”when people are placed
first they will provide the highest possible service,
and profits will follow.”
• annual employee attitude surveys, employee
recognition and reward programs, a leadership
evaluation process, extensive employee
communication, and an employee appeals
process
• JCATS(Job Change Applicant Tracking System)
Outside Sources of Candidates
• Informal recruiting and the hidden job market
• Recruiting via the Internet
• Social media and HR 4-
• Advertising
• Employment agencies
• Temporary workers and
• alternative staffing
5-33
3 WAYS TO UNLOCK THE HIDDEN JOB
MARKET
• 1. Tap Your Network
• 2. Tap Your Online Contacts
• 3. Contact Hiring Managers
Recruiting via the Internet
• Own website or job boards 招聘网站
• [Link] (the largest U.S.
job site)
• Vitrual office tour
• virtual job fairs
• Pros & Cons:
• more responses quicker
• less cost
• old, minorities
• internet overload(detailed job duites,
APPLICANT TRACKING SYSTEMS(ATS)
• ATS are online systems that help employers
attract, gather, screen, compile, and manage
applicants.
GOOGLE’S IN-HOUSE RECRUITING
IMPROVING ONLINE RECRUITING
EFFECTIVENESS
1. Job openings lacked relevant
information.
2. It was often difficult to format
resumes and post them in the form
required.
3. Privacy(Legitimacy of the
“recruiters”)
4. Slow follow-up responses were
annoying.
PROS AND CONS OF SOCIAL MEDIA
RECRUITMENT EFFORTS
• Time Effective Sources of Informantion(32
to 16 days)
• Insight into a Candidates' Personalities
• Verify Information
• Increases the Diversity of Your Candidate
Pool
PROS AND CONS OF SOCIAL MEDIA
RECRUITMENT EFFORTS
• 69% of hiring professionals admit to rejecting
someone based on what they learned about the
candidate through social media.
• Inaccurate or Incomplete Information
• Increasing Chances of Bias(race, marital
status, religion, ability)
ADVERTISING
Print ads are still popular.
1. The media
local newspaper, professional journals
position
nontraditional techniques
Writing the Ad
• Attention
• Interest
• Desire
4-
• Action
A realistic ad
“Wanted: men and women
willing to walk into strange
buildings in dangerous
neighborhood, be screamed at
by unhinged individuals...” Copyright © 2015 Pearson
5-44
Education, Inc.
EMPLOYMENT AGENCIES 职业介绍所
Use one if:
1. Your firm doesn't have its own human resources
department and feels it can't do a good job
recruiting and screening.
2. You must fill a job quickly.
3. There is a perceived need to attract more
minority or female applicants.
4. You want to reach currently employed
individuals, who might feel more comfortable
dealing with agencies than with competing
companies.
5. You want to reduce the time you're devoting to
recruiting.
EMPLOYMENT AGENCIES
• To help avoid problems:
• 1. Give the agency an accurate and complete job
description.
• 2. Make sure tests, application blanks, and interviews are
part of the agency's selection process.
• 3. Periodically review EEOC data on candidates accepted or
rejected by your firm, and by the agency.
• 4. Screen the agency. Check with other managers to find
out which agencies have been the most effective at filling
the sorts of positions you need filled. Review the Internet
and classified ads to discover the agencies that handle the
positions you seek to fill.
• 5. Supplement the agency's reference checking by
checking at least the final candidate's references
yourself.
TEMPORARY WORKERS AND
ALTERNATIVE STAFFING
• Contingent or temp worker, temps
• Part-time or just-in-time worker
• weak economic confidence
• short-term projects
• flexibility
• save money
OFFSHORING AND OUTSOURCING JOBS
• Outsourcing 外包 means having outside
vendors supply services that company's own
employees previously did in-house.
• Offshoring 离岸外包 means having outside
vendors or employees abroad supply services
that the company's own employees previously did
in-house.
• Potential problems:
cultural misunderstandings
security and information
privacy concerns
EXECUTIVE RECRUITERS
• Headhunters 猎头
• Seek out top-management talent
• Key executive and technical positions
• Fee: 30% or more of the executive's
first-year pay
REFERRALS 员工推荐
• Cost-effective
• “more applicants, more hires, and a
higher yield ratio （ hires/applicant
s ）”
• Putting own reputation on the line
• A more realistic picture of the firm
• Offer prizes or cash awards
• explain to your employee
WALK-INS
• Walk-ins
• direct applications made at your office
• “Help Wanted”
• Treat walk-ins courteously 有礼貌的 .
• brief interview
• in case a position should be open in
the future
COLLEGE RECRUITING
• On-campus recruiting
• interns or entry-level employees
• management trainees and professional and
technical employees
• Expensive(schedules, brochures, time)
• Recruiters act superior
• career counselors, professor, career
center
• on-site visit
INTERSHIPS
• win-win situation
• About 60% of inernships turned into job
offers.
• high-fashion and media
• “22-22-22”
RECRUITING A MORE DIVERSE
WORKFORCE
• Recruiting women
• Recruiting single parents
• Recruiting older workers
• Diversity counts
• Recruiting minorities
• The disabled
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?
Copyright © 2015 Pearson
5-55
Education, Inc.
VIDEO CASE
• Personnel Planning Recruiting (Gawker Media)
1. Based on what we discussed in Chapter 5, what
advice would you give Gawker regarding how to
improve its personnel planning?
2. How is it that some organizations succeed
during a recession?
3. Evaluate Gawker Media's practice of recruiting
new writers from the people who comment on
its sites. How would you suggest the company
improve its recruiting practices overall?