人力资源管理4(双语)

Chapter4

RecruitingandSelectingApplicantsLearningObjectivesUnderstandhowafirm’srecruitingandselectingpracticescanleadtocompetitiveadvantage.Explainthechoicesinvolvedinplanningarecruitmentstrategy.Discussthevariousrecruitmentmethods.Explainthevariousselectionmethodsusedbyfirms.OpeningCase:GainingCompetitiveAdvantageattheLosAngelesUnitedSchoolDistrictProblem:Apoorrecruitingsystemresultinginlow-qualityhiresSolution:UsinganonlinesystemandrollingouttheredcarpetHowthenewrecruitmentprocessenhancedcompetitiveadvantageDistrictattractstopcandidates,with95%ofnewhiresinthepastyearbeinghighlyqualifiedThroughtheuseofautomatedservices,thedistrictsavesabout$10millionperyearRecruitment

Theprocessofattractingindividualsonatimelybasis,insufficientnumbers,andwithappropriatequalifications,andencouragingthemtoapplyforjobswithanorganizationSelectionTheprocessofchoosingfromagroupofapplicantstheindividualbestsuitedforaparticularpositionandanorganization.TheRecruitmentandSelectionProcessDecidewhatpositionsyou’llhavetofillthroughpersonnelplanningandforecasting.Buildapoolofcandidatesforthesejobsbyrecruitinginternalorexternalcandidates.Havecandidatescompleteapplicationformsandperhapsundergoaninitialscreeninginterview.Useselectiontechniquesliketests,backgroundinvestigations,andphysicalexamstoidentifyviablecandidates.Decidewhotomakeanofferto,byhavingthesupervisorandperhapsothersontheteaminterviewthecandidates.StepsinRecruitmentandSelectionProcessTherecruitmentandselectionprocessisaseriesofhurdlesaimedatselectingthebestcandidateforthejob.

RecruitingYieldPyramidHRPlanningJobAnalysisRecruitmentSelectionWorkplaceJusticeUnionsSafety&HealthInternationalCompetenceMotivationWorkAttitudesOutputRetentionLegalComplianceCompanyImageCostLeadershipProductDifferentiationTraining/Develop.PerformanceApp.CompensationProductivityImp.HRMandCompetitiveAdvantageLinkingRecruitmentPracticestoCompetitiveAdvantageRecruitHigh-QualityApplicantsCompetitiveAdvantageImprovedChancesOfSelectingBestQualifiedProductiveEmployeesIncreaseOverall

ProductivityTrainingNeedsAndCostsAreMinimizedRecruitmentLocateapplicantsAttractapplicantsRecruitingProgramGoalsAchievecostefficiencyAttracthighlyqualifiedcandidatesHelpensureemployeeretentionComplywithnondiscriminationlawsCreateamorediverseworkforceAchieveCostEfficiencyLimitrecruitmentcostswithoutloweringproductivityAttractHighlyQualifiedApplicantsCapturecandidates’attention.Stimulatecandidates’interest.FactorsInfluencingApplicantDecisionsAlternativeJobOpportunitiesAttractivenessofCompanyAttractivenessoftheJobRecruitmentActivitiesRealisticJobPreviewInformingapplicantsaboutallaspectsofthejob,includingbothitsdesirableandundesirablefacets.Includedescriptiveandjudgmentalinformation.Limitdiscussionofnegativestoissuesthathavecausedturnoverinthepast.Reflecttheactualbalanceofpositiveandnegativefactors.RealisticJobPreviewPositivebenefitsofRJPImprovedemployeejobsatisfactionReducedvoluntaryturnoverEnhancedcommunicationthroughhonestyandopennessRealisticjobexpectationsAchieveLegalComplianceRecruitunderutilizedgroups.CreateaMoreCulturallyDiverseWorkforceExtendrecruitmenteffortstodisadvantagedgroups.OlderworkersQualifiedworkerswithdisabilitiesRecruitmentPlanningSteps1.Identifythejobopening.2.Decidehowtofillthejobopening.3.Identifythetargetpopulation.4.Notifythetargetpopulation.5.Meetwiththecandidates.Step1:IdentifytheJobOpeningAreanynewbudgetedpositionsopeningsoon?Isacontractundernegotiationthatmayresultintheneedforadditionalhires?Whatistheamountofexpectedturnoverinthenextseveralmonths?AlternativestoFillingJobOpeningsOutsourcingOvertimeJobeliminationJobredesignStep2:DecideHowtoFill

theJobOpeningCorevs.contingencypersonnel?Internalvs.externalrecruiting?AdvantagesofUsingContingentPersonnelFlexibilitytocontrolfixedemployeecostsRelievescompanyofmanyofitsHRMburdensCostsavings“Jobtryout”forpermanentpositionsDisadvantagesofUsingContingentPersonnelContingentpersonnelmayneedconsiderableorientationandtrainingoncompanyprocedures.Contingentemployeesmaybelesscommittedto“hostorganization.”WhentoUseContingentPersonnelWhenhard-to-findexpertiserequiredWhenstaffingnewofficesingeographicareasfarfrommainheadquartersWhenprojectshavehighriskfactorsInternalRecruitmentAdvantagesIncreasesmoraleofallemployeesKnowledgeofpersonnelrecordsChaineffectofpromotionNeedtohireonlyatentrylevelUsuallyfaster,lessexpensiveLessorientationandtrainingrequiredDisadvantagesInternalinfightingInbreeding&nepotismApplicantpoolisrelativelysmallerPeterPrincipleExternalRecruitmentAdvantagesApplicantspoolisgreaterNewideas,contactsReducesinternalinfightingMinimizesPeterPrincipleDisadvantagesReducesmoralofallemployeesAdjustmentororientationtimeislongerWhentoUseExternalRecruitmentNeedanoutsiderwithnewideasandinnovationsNoqualifiedinternalapplicantsNeedtoincreaserepresentationofunderutilizedgroupsStep3:IdentifytheTargetPopulationSpecifyworkerrequirements.Decidewhethertotargetcertainsegmentsoftheapplicantpopulation.Step4:NotifytheTargetPopulationLimittheapplicantpooltoamanageablesize.Discourageunqualifiedapplicantsfromapplying.Clearlystatethejobqualificationsinthevacancynotification.Step5:MeetwiththeCandidatesProvideapplicantswithinformationaboutthejobandthecompany.Providespecificratherthangeneralinformation.MethodsofinternalRecruitmentComputerizedcareerprogressionsystemsSupervisorrecommendationsJobpostingCareerdevelopmentsystemsMethodsofExternalRecruitmentEmployeereferralsApplicant-initiatedrecruitmentHelp-wantedadvertisementsPublicemploymentagenciesPrivateemploymentagenciesExecutivesearchfirmsCampusrecruitingorganizationOn-LineMethodsofExternalrecruitingEmployeeReferralsApplicant-InitiatedRecruitment/Walk-Ins/Gate-HiresHelp-WantedAdvertisementsPublicEmploymentAgenciesPrivateEmploymentAgenciesExecutiveSearchFirms/HeadHunter(猎头公司)CampusRecruitingOnlineRecruiting/E-recruiting/Jobboard（求职网站）JobFairs（招聘会）SpecialRecruitingEvents（特色招聘活动）InternshipsProfessionalAssociationsVirtualJobFairsWhattoincludeinanEffectiveRecruitingAd:ASampleTheCompany:Agloballeaderinthemanufactureofpressure-sensitiveadhesivesandmaterials,officeproductsandsystems,withmorethan20,000employeesworldwideandmorethan200manufacturingfacilitiesandsalesofficein40countries.Jobtitle:TrainingManagerLocationofjob:Guangzhou,ChinaThePosition:ReportingtotheHumanResourcesManager,China,thepositionholderisresponsiblefordevelopingandimplementingacomprehensivetrainingprogramforthecompany,managingthetrainingbudgets,selectingtrainingvendorsandconductingsoftskilltraining.WhattoincludeinanEffectiveRecruitingAd:ASampleTheResponsibilities:1.Preparenecessarytrainingmaterials;2.Administertrainingsessions;3.Managetrainingcenter/facilities;4.Assistinmonitoringandevaluationoftrainingprogrameffectiveness.Qualifications:Bachelor’sdegree;Atleast6-yearrelevantsupervisory/managementexperienceinsizableormulti-nationalorganizations;Strongcapabilityoftrainingsolutionsdesignanddelivery;Dynamicpresentationskillsandinterpersonalandconsultingskills;Goodcommandofspoken&writtenEnglish.WhattoincludeinanEffectiveRecruitingAd:ASampleTheApplication:OnlyENGLISHapplicationwillbeprocessed.Pleasesendindetailedresumewithcurrentandexpectedsalaries,witharecentdigitalphototoheqian@byJuly1,2007,withsubjecttitle“ApplyforTrainingManager”.FactorsAffectingtheChoiceofRecruitmentMethodsTypeofjobbeingfilledHowquicklythejobneedstobefilledGeographicregionofrecruitmentCostofimplementingtherecruitmentmethodEEOconsequencesofusingrecruitmentmethodRECRUITMENTMETHODTYPEOFJOB(S)SPEEDGEOGRAPHICLOCATIONCOSTEEOEmployeereferralsApplicantinitiatedHelp-wantedadvertisementsPublicagenciesPrivateagenciesExecutivesearchfirmsCampusrecruitingOn-lineAllAllAllClericalBlue-collarSalesClericalTechnicalLowmanagementExecutivesManagementCollegegradsAllFastFastFast/moderateModerateModerateSlowSlowAllAllAllLocalLocalRegional/nationalRegional/nationalAllLowLowModerateLowModerateHigh/MHighLowPoorPoorGoodGoo