德斯勒人力资源管理第14版PPT英文版 Dessler_hrm14_ ppt_05
合集下载
- 1、下载文档前请自行甄别文档内容的完整性，平台不提供额外的编辑、内容补充、找答案等附加服务。
- 2、"仅部分预览"的文档,不可在线预览部分如存在完整性等问题,可反馈申请退款(可完整预览的文档不适用该条件!)。
- 3、如文档侵犯您的权益，请联系客服反馈,我们会尽快为您处理(人工客服工作时间：9:00-18:30)。
5 Personnel Planning and Recruiting 4-
Copyright © 2015 Pearson Education, Inc.
5-1
Learning Objectives
1. Explain the main techniques used in employment planning and forecasting.
supply and demand • Succession Planning
Copyright © 2015 Pearson Education, Inc.
5-9
IMPROVING PERFORMANCE: HR Practices Around the Globe
• Valero Energy created a “labor supply chain” for improving the efficiency of its w4-orkforce planning, recruiting, and hiring process. o Analytic tool now predicts Valero’s labor needs based on past trends.
Forms: Discuss practical guidelines for obtaining application information.
Copyright © 2015 Pearson Education, Inc.
5-3
Explain the main techniques used in employment
Copyright © 2015 Pearson Education, Inc.
5-7
Forecasting the Supply of Inside Candidates
• Manual systems and replacement charts
• Computerized skills 4inventories
• Workforce planning ideally precedes recruitment and selection
4-
o Differs from succession planning • Towers Watson Workforce MAPS
Copyright © 2015 Pearson Education, Inc.
5-6
Workforce Planning and Forecasting
• Strategy and workforce planning
• Forecasting personnel needs (labor demand4-) o Trend analysis o Ratio analysis o The scatter plot
5-13
Review
• Importance
• Challenge
4-
• Organizing
Copyright © 2015 Pearson Education, Inc.
5-14
Name and describe the main internal sources of
4-
5-2
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
5-11
Explain and give examples for the need for effective recru4- iting.
Copyright © 2015 Pearson Education, Inc.
5-12
Why Effective Recruiting Is Important
• The need for effective
recruiting
• What makes recruiting a
challenge?
4-
• Organizing how you
recruit
o The supervisor’s role
o Recruiting pyramid
Copyright © 2015 Pearson Education, Inc.
planning and4-forecasting.
Copyright © 2015 Pearson Education, Inc.
5-4
Introduction 4-
Copyright © 2015 Pearson Education, Inc.
5-5
Workforce Planning and recasting
Copyright © 2015 Pearson Education, Inc.
5-10
Review
4-
• Forecasting • Manual vs. computerized systems • Managing talent • Action planning
Copyright © 2015 Pearson Education, Inc.
• Markov analysis • Privacy
Copyright © 2015 Pearson Education, Inc.
5-8
Forecasting the Supply of Outside Candidates
• Talent management • Action planning for l4a- bor
2. Explain and give4-examples for the need for effective recruiting.
3. Name and describe the main internal sources of candidates.
Copyright © 2015 Pearson Education, Inc.
Copyright © 2015 Pearson Education, Inc.
5-1
Learning Objectives
1. Explain the main techniques used in employment planning and forecasting.
supply and demand • Succession Planning
Copyright © 2015 Pearson Education, Inc.
5-9
IMPROVING PERFORMANCE: HR Practices Around the Globe
• Valero Energy created a “labor supply chain” for improving the efficiency of its w4-orkforce planning, recruiting, and hiring process. o Analytic tool now predicts Valero’s labor needs based on past trends.
Forms: Discuss practical guidelines for obtaining application information.
Copyright © 2015 Pearson Education, Inc.
5-3
Explain the main techniques used in employment
Copyright © 2015 Pearson Education, Inc.
5-7
Forecasting the Supply of Inside Candidates
• Manual systems and replacement charts
• Computerized skills 4inventories
• Workforce planning ideally precedes recruitment and selection
4-
o Differs from succession planning • Towers Watson Workforce MAPS
Copyright © 2015 Pearson Education, Inc.
5-6
Workforce Planning and Forecasting
• Strategy and workforce planning
• Forecasting personnel needs (labor demand4-) o Trend analysis o Ratio analysis o The scatter plot
5-13
Review
• Importance
• Challenge
4-
• Organizing
Copyright © 2015 Pearson Education, Inc.
5-14
Name and describe the main internal sources of
4-
5-2
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
5-11
Explain and give examples for the need for effective recru4- iting.
Copyright © 2015 Pearson Education, Inc.
5-12
Why Effective Recruiting Is Important
• The need for effective
recruiting
• What makes recruiting a
challenge?
4-
• Organizing how you
recruit
o The supervisor’s role
o Recruiting pyramid
Copyright © 2015 Pearson Education, Inc.
planning and4-forecasting.
Copyright © 2015 Pearson Education, Inc.
5-4
Introduction 4-
Copyright © 2015 Pearson Education, Inc.
5-5
Workforce Planning and recasting
Copyright © 2015 Pearson Education, Inc.
5-10
Review
4-
• Forecasting • Manual vs. computerized systems • Managing talent • Action planning
Copyright © 2015 Pearson Education, Inc.
• Markov analysis • Privacy
Copyright © 2015 Pearson Education, Inc.
5-8
Forecasting the Supply of Outside Candidates
• Talent management • Action planning for l4a- bor
2. Explain and give4-examples for the need for effective recruiting.
3. Name and describe the main internal sources of candidates.
Copyright © 2015 Pearson Education, Inc.