人力资源管理第五章人员规划与招募课件

1、第5章 人员规划和招募Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall43我们学到哪了第1,3章人力资源管理导论，公司战略规划我们处在什么样的行业中？我们的竞争基础是什么？为了实现我们的战略目标，我们的员工需要具备哪些特征和技能？第4章职位分析第8章员工培训与开发第11,12,13章薪酬管理第17,18章全球化和创业型企业中的人力资源管理第9,10章绩效管理与绩效评价、教练辅导、职业生涯与人才管理第6,7章员工测试与甄选、面试第5章人员规划与招募第2,14,15,16章公平就业机会和相关法律、HRM中的道德、公

2、正和公平对待问题、劳资关系和集体谈判、员工安全与健康What do you think from the pictures？Introduction CaseCheese Cake Factory? Summarize the passageCopyright 2011 Pearson Education, Inc. publishing as Prentice Hall56Understand the methods of personnel planning.Explain and give examples for the need for effective recruiting.Li

3、st the steps in the recruitment and selection process.Name and describe the main internal sources of candidates.List and discuss the main outside sources of candidates.Develop a help wanted ad.Make Interview.LEARNING OUTCOMESCopyright 2011 Pearson Education, Inc. publishing as Prentice Hall57理解人员规划的

4、方法。2. 解释并举例说明进行有效招募的必要性。3. 列举招募和甄选过程中的每一个步骤。4. 说出从内部寻找候选人的主要渠道并讨论。5. 列举并讨论外部求职者的主要来源。设计一份招募广告。模拟面试。学习目标Methods of human resource planningDevelop a help wanted adProcessMain sources of candidates Key PointDevelop a help wanted adDifficult Point 人力资源规划的方法招募广告的制作招募和筛选流程、招募的渠道 重点招募广告的制作难点 1. Gary Dessle

5、r，Human Resource Management（英文版第12版），中国人民大学出版社，2012.2. 雷蒙德A诺伊等，刘昕译，人力资源管理：赢得竞争优势（第7版），中国人民大学出版社，2013.3. 刘昕，人力资源管理（教育部经济管理类核心课程教材），中国人民大学出版社，2012.4. 黄亨煜、郑璇，企业招聘面试实操技术培训教程，机械工业出版社，2009.5. 王丽娟，招聘与录用（教育部经济管理类主干课程教材人力资源管理系列），中国人民大学出版社，2012.ReferencesCopyright 2011 Pearson Education, Inc. publishing as Pr

6、entice Hall511Planning and ForecastingEmployment or Personnel PlanningThe process of deciding what positions the firm will have to fill, and how to fill them.Succession PlanningThe process of deciding how to fill the companys most important executive jobs.What to Forecast?Overall personnel needsThe

7、supply of inside candidatesThe supply of outside candidatesCopyright 2011 Pearson Education, Inc. publishing as Prentice Hall512计划和预测雇佣规划人员规划确定企业需要找人填补哪些职位以及如何去填补这些职位空缺的一个过程。继任计划确定如何填补那些对于公司来说最为重要的管理职位的过程。预测什么？整体人员需求内部候选人的供给外部候选人的供给Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall51

8、3Forecasting Personnel NeedsTrend analysisRatio analysisForecasting ToolsScatter plottingCopyright 2011 Pearson Education, Inc. publishing as Prentice Hall514人员需求预测趋势分析比率分析预测工具散点图Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall515Determining the Relationship Between Hospital Size a

9、nd Number of NursesNote: After fitting the line, you can project how many employees are needed, given your projected volume.Hospital Size(Number of Beds)Number of Registered Nurses 200240300260400470500500600620700660800820900860Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall516确定

10、医院规模与护士人数之间的关系注：在找出匹配的直线之后，只要你知道预计的床位数量，你就能估计出自己需要多少员工横轴：医院规模（床位数）纵轴：注册护士人数Hospital Size(Number of Beds)Number of Registered Nurses 200240300260400470500500600620700660800820900860Forecasting the Supply of Outside Candidates经济形势预测：U.S.Congressional Budget Office（美国国会预算办公室网站）/showdoc.cfmBureau of Lab

11、or Statistics（美国劳工统计局网站）/news.release/ecopro.toc.htm具体职位预测：O*NETBureau of Labor StatisticsMothly Labor Reviews（每月劳工评论）Occupational Outlook Quarterly（职位展望季刊）Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall518Forecasting the Supply of Inside CandidatesPersonnel replacement chartsposi

12、tion replacement cardManual systemsComputerized skills inventoriesQualification InventoriesCopyright 2011 Pearson Education, Inc. publishing as Prentice Hall519内部候选人供给预测人员替代图职位替代卡任职资格数据库（人工 、计算机化的技能数据库 ）任职资格数据库总裁人事副总裁王兵张敏刘永X行政副总裁李红张虎田明XX营销副总裁胡中赵云马龙X财务副总裁罗虎丁一X总经理王海程军李宁X总经理林绮X总经理范伟X苏江王永人事经理杨永田敏江清X财务经理

13、姚江文杰万东X人事经理黄九孔明孙强X财务经理容新柴贵米林X当前绩效杰 出良 好需改进X提升潜力可以提升需进一步培训需进一步考察说明家用电脑部家用电器部商用电脑部管理人员接替模型Recruitment and Selection Process Building teamDetermine sourcesMake adRelease noticesCheck application formsFirst interviewTestsFurther interviewPhysical examsBackgroundinvestigationsMake final choice招募和筛选流程组建招聘

14、团队确定招聘渠道制定招聘简章发布招聘信息申请表/履历表填写与审查初步面试正式测试诊断面试体检背景调查聘用决策Q1：Who will be in the teams?Recruiting Yield Pyramid16% 75% 67% 50% Internal OutsideSources of Candidates Book 159-174Posting open job positionsRehiring former employeesHiring-from-Within TasksSuccession planning (HRIS)Finding Internal Candidates

15、寻找内部候选人公布空余的职位信息重新雇用以前的员工寻找内部候选人继任计划（人力资源信息系统）12345AdvertisingRecruiting via the Internet Employment AgenciesTemp Agencies and Alternative StaffingOffshoring/Outsourcing6789On Demand Recruiting Services (ODRS)Executive RecruitersCollege RecruitingReferrals and Walk-insLocating Outside CandidatesOuts

16、ide Sources of Candidates候选人的外部来源12345广告通过互联网招募就业机构临时就业机构和非常规性配员措施离岸/外包6789即时招募服务机构高管猎头校园招募员工推荐求职者与自荐求职者寻找外部候选人Famous Online Boards-1Famous Online Boards-2Famous Online Boards-3Other Online Boards-1Other Online Boards-2Discussion :Why would some industries like recruit graduates?/ the experienced?Ho

17、w to develop a help wanted Ad ?ExamplesAd1Ad2Q2：Which is better? What are the differences between the two Ads? Title（attractive; clear） Introduction of Company（short） Basic Information of Position（name; number of candidates; work region; etc. ） Responsibilities（brief; understandable; clear） Qualific

18、ations（major; language; ability; etc.） Compensation（specific or not) Contact（Person; Tel; Fax; E-mail; Address; Deadline; etc.）Basic Framework of Ad 标题（吸引人; 清楚易懂） 企业的基本信息（简短、有特色） 职位的基本信息（职位名称; 招聘人数; 工作区域; 等等 ） 职责（简明; 易理解; 清楚） 任职要求（专业; 语言; 能力; 等等.） 薪酬（具体说明 待遇或面议) 联系方式（联系人; 电话; 传真;E-mail; 地址; 截止日期; 等等）招聘广告的基本框架Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall542Help Wanted Ad that Draws AttentionChinese AdLog in （Choose anyone）www.ChinaHR.comPracticeNext Time Do ItCarter Cleaning CompanyBOOK P184OrThe Hotel Paris Case BOO