《《精编》HRM04Attracting》由会员分享，可在线阅读，更多相关《《精编》HRM04Attracting（70页珍藏版）》请在金锄头文库上搜索。
1、LectureFourAttractingHumanResources JobDesign EmployeeRecruitmentandSelection Issues 1 WhatarethethreewaysinwhicheffectiveHRplanningcanenhanceafirm scompetitiveadvantage 2 Whatishumanresourceplanning 3 WhyshallallmanagerspayattentiontoHRM 4 WhatisJobanalysis 5 WhydoweneedJobdescription 6 Whatcriteri
2、adeweconsiderwhenwerecruitexpatriates 7 Howtoconductjobinterviews I ThreewaysinwhicheffectiveHRPlanningcanenhanceafirm scompetitiveadvantage 1 LinksHRMpracticestoorganizationalgoals2 ServesasabuildingblockforfutureHRMpractices3 Avoidstheconsequencesassociatedwiththefailuretoplanforhumanresources e g
3、 respondingreactively ratherthanproactively II WhatisHRPlanning HRplanningisaprocessthat enablesorganizationstoanticipatetheirfutureHRMneeds identifiespracticesthatwillhelpthemmeetthoseneeds 1 WhydosomecompaniesavoidHRplanning SomecompaniesseeHRplanningastoodifficultandfrustrating Otherssimplydon ts
4、eetheneedforit 2 WhatisStrategicPlanning Strategicplanningreferstoaprocessinwhichacompanyspecifiesitsoverallpurposesandobjectives andindicateshowthesearetobeachieved Thestrategicplanningprocesstypicallyconsistsofthefollowingactivities 1 Determinetheorganizationalmission 2 Scantheorganizationalenviro
5、nment 3 Setstrategicgoals 4 Formulateastrategicplan partofwhichaddresseshumanresourceneeds 3 DemandForecasting Definition DemandforecastingisaprocessusedinHRplanningthatentailspredictingthenumberandtypesofpeopletheorganizationwillneedatsomefuturepointintime DemandForecasting Approaches Statisticalap
6、proachesUsingastatisticalapproach anorganizationpredictsneededworkforcesizeonthebasisofcertainbusinessfactors Mostcommonlyusedmethodsareasfollows trendanalysis pastbusinesstrendsratioanalysis btwbusinessfactor employeesneededregressionanalysis determinethenumberofemployeesneededforthefuture DemandFo
7、recasting Approaches JudgmentalApproachesTheyinvolvetheuseofhumanjudgment ratherthanamanipulationofnumbers Themostcommonlyusedjudgmentaltechniquesare groupbrainstormingsalesforceestimates 4 SupplyForecasting Definition Supplyforecastingisaprocessusedtoestimatewhichorganizationalpositionswillbefilled
8、atsomefuturepointintime 5 OutcomesoftheHRPlanningProcess WhentheHRplanningprocessiscompleted afirmmustestablishandimplementHRMpracticestohelpitmeetitsHRneeds WewillfocusonspecificHRMpracticesdesignedtohelporganizationsdealwithanticipatedoversuppliesandundersuppliesofpersonnel 6 DealingwithanOversupp
9、lyofPersonnel Whenanorganization sstrategicplancallsforrestructuring theHRMresponseisusuallyoneofdownsizing Downsizingoftenmeanslayoffs Becauseofthenegativeoutcomesthatareoftenassociatedwithlayoffs employersareencouragedtoseekalternatives suchashiringfreezes earlyretirements restrictedovertime jobsh
10、aring payreductionsandthelike 7 DealingwithanUndersupplyofPersonnel Infaceofapossibleundersupplyofpersonnelatsomefuturepointintime theorganizationhasthefollowingoptionstoresolvetheproblem hiringadditionalworkersimprovingtheproductivityimprovingretentionratesusingovertime additionalshifts jobreassign
11、mentsortemporaryworkers 8 WhatarethelikelyconsequenceswhenHRplanningisomitted Anorganizationmaybeunabletocorrectlyanticipateanincreaseinitsfuturedemandforpersonnel Atbest suchacompanywouldbeforcedtorecruitpersonnelatthelastminuteandmaythusfailtofindthebestcandidate Atworst thecompanymaybecomeserious
12、lyunderstaffed Thisunderstaffingcouldcauseexistingemployeestoexperienceagreatdealofstressastheyattempttomeettheadditionaldemandwithoutadequateresourcesandassistance Andiftheneededworkisnotgettingdone thefirmmayultimatelyexperienceanincreaseinbackorderswhichcauseadecreaseincustomergoodwill anincrease
13、incompetition andalossofmarketshare III JobAnalysis ThemostBasicHumanResourceManagementTool TaskResponsibilitiesDuties JobDescriptionJobAnalysisJobSpecifications KnowledgeSkillsAbilities HRPlanningRecruitmentSelectionTraining DevelopmentPerformanceAppraisalCompensation BenefitsSafety healthEmployee
14、LaborRelationsHRResearchEqualEmployment JobAnalysisandOtherHRActivities TypicalJobAnalysisProcess AIdentifyJobsandReviewExistingDocumentation BExplainProcesstoManagersandEmployees CConductJobAnalysisUsingInterview Questionnaires orObservations DPrepareJobDescriptionsandSpecifications EMaintainandupd
15、ateJobDescriptionsandSpecifications NatureofJobAnalysis Workactivitiesandbehaviors Interactionswithothers Performancestandards Machinesandequipmentused Workingconditions Supervisiongivenandreceived Knowledge skills andabilitiesneeded JobAnalysis Job Agroupingofsimilarpositionshavingcommontasks dutie
16、sandresponsibilities Task Adistinctidentifiableworkactivitycomposedofmotions Duty Alargeworksegmentcomposedofseveraltasksthatareperformedbyindividual Responsibilities Obligationtoperformcertaintasksandduties JobAnalysis Position Thetaskandresponsibilitiesperformedbyoneperson thereisapositionforeveryindividualinanorganization Ajobperformedbyoneperson Inaworkgroupconsistingofasupervisor 2seniorclerks and4wordprocessingoperators thereare3jobsand7positions JobAnalysis Thesystematicprocessofdetermini
