Introcution-to-Business-商学导论-IB

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11–7
Forecasting
1. Start with your organization chart 2. Put each organization on an excel
spreadsheet in a column 3. In the top few rows put the number of sales,
Hiring
• From the job description, list the responsibilities of the position.
• For each responsibility, list some task which need to be performed to accomplish the responsibility.
11–14
Hiring Example
• Now you try as a team for one of your company’s positions. Develop a complete analysis for one of your top managers for the PLAN.
11
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11 Hiring, Training & Evaluating
Employees
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11–4
Quiz
1. Name
2. One task of human resource planning is recruiting true/false?
3. The overall performance of most employees is based on multiple criteria true/false?
Recruiting
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External Recruiting
Filling positions with applicants from outside the firm. May recruit more qualified candidates. Firms don’t have as much information as they do for internal applicants.
• Differentiate among the types of compensation that firms offer to employees.
• Describe the skills of employees that firms develop.
• Explain how the performance of employees can be evaluated.
• Internal/external
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11–10
Internal versus External Recruiting
Internal
Recruiting
filling open positions with existing employees whose personalities are known, capabilities and limitations can be assessed. An opportunity for a promotion or more desirable tasks.
• job analysis • job description • job specification • perquisites • profit sharing • promotion • salary • stock options
Copyright © 2004 South-Western. All rights reserved.*
Copyright © 2004 South-Western. All rights reserved.*
11–9
Recruiting
• Goal of recruiting is to ensure an adequate supply of qualified candidates for employment.
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Learning Goals
• Explain human resource planning by firms.
• Explain how a firm can ensure equal opportunity and the benefits of doing so.
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11–6
Human Resource Planning
• Planning to satisfy a firm’s needs for employees
• Forecasting Staffing Needs
• external recruiting
• human resource manager
• human resource planning
• internal recruiting
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11–3
Key Terms
11–11
Screening Applicants
• Screening out Unqualified Applicants
- Recruiting software programs eliminate the need for individuals to read and categorize resumes received.
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11–8
Human Resource Planning
• Job analysis
– Determining the tasks and the necessary credentials for a particular position
4. The document that specifies credentials necessary to qualify for the job position is a :
a. Job specification b. Job description c. job analysis
d. job evaluation e. performance evaluation
11–13
Hiring Example
• Job CFO
– Responsibility –ensure the company meets it’s financial goals
– Task – Develop and manage a budgeting system
– Skill – Analyze a budget to uncover the risks to the company
5. When a firm attempts to fill job openings with persons it already employs, it is engaging in:
a. intrapreneurship b. internal recruiting c.entrenchment
• For one or two of the tasks, list a skill that the candidate would need.
• Develop a behavioral question for that skill.
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➢ Job specification states the credentials needed to qualify for a position.
➢ Job description states the tasks, duties and responsibilities of a job position.
or other activities which would drive employment 4. Have the managers of each department fill in how many employees they will need and what skills 5. Have your financial department check to see if you can afford that many people and re do if necessary.
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11–2
Key Terms
• bonus
• boycott
• commissions
ห้องสมุดไป่ตู้
• compensation package
• employee benefits
• employment test
• Employment Tests (Optional)
• Physical Examination (Optional)
• Hiring Decision
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Exhibit 11.3&11.4 11–12
➢ Needs may be determined by assessing the firm’s growth trends.
➢ During a temporary increase, the firm can offer overtime to existing workers, hire temporary workers for part-time or seasonal work.
• Interview Process
- Applicants’ punctuality, communication skills, attitude and other more detailed information.
• Contacting References
- Offering limited benefits, because only the references who are likely to provide strong recommendations are listed.
– Behavioral question – Tell me about a time when you able to identify and communicate a financial risk during budget time?
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d. precruiting e. focused recruiting
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11–5
But First, Pert and Gant Charts
• Go to these sites to learn more;