Chapter4英语.ppt

1、,RECRUITING APPLICANTS (招聘求职者),After reading this chapter, you should be able to: Understand how a firms recruiting process can lead to competitive advantage Discuss the role to be played by both the liner manager and HRD Explain recruiting process Master the various recruitment sources,Chapter,4,GA

2、INING COMPETITIVE ADVANTAGE (第一节企业如何通过招聘获取竞争优势),Basic Concepts How Can Recruitment Gain Competitive Advantage？,4,Chapter,Basic Concepts（p64),Recruitment is defined as a process used by an organization to locate and attract job applicants for particular vacant positions. Goal ：To find the right peopl

3、e for the vacant place. Question： What kind of people will the organization attempt to locate and attract ？ How can the organization guarantee finding the right people?,CASE1 The right people mean much to us ?,First, IBM perceives the right people as those whose knowledge and skills match with the r

4、equirements of the Opening positions and as those whose values fit the corporate culture. Second, the individual s career goals are in line with the opportunities provided by the organization A poor fit would be indicate if an applicant indicates he loves to work independently, while, in actuality,

5、the job entails much teamwork. In order to guarantee finding the right people, IBM first determine the necessary requirements for each job , It then uses tests ,interviews and assessment centers to measure these qualifications. Question How does IBM perceive the right people? How can the organizatio

6、n guarantee finding the right people?,Monkey or Turkey,Job Title: Fruits picker Qualification description：climbing the tree quickly,Which one are you going to hire?,Recruiting Strategy（p64),Strategy,Internal recruitment Investment strategy,External recruitment Attraction strategy,Kingdear ， P&G - in

7、vestment strategy Yongyou ,Microsoft-investment strategy,Recruiting Reasons （p65),Establish new branches or enlarge new businesses Natural attrition Position movement Unreasonable workforce structure,How Can Effective Recruitment Gain Competitive Advantage？(p66),1. Achieve cost efficiency. 2.Attract

8、 highly qualified candidates. 3.Help ensure that new hires will stay with the company. 4.Help a company create a more culturally diverse workforce.,How Can Recruitment Gain Competitive Advantage？(p66-68),Attract highly qualified candidates.,New hires will stay with the company,Achieve cost efficienc

9、y.,create a more culturally diverse workforce.,By holding down costs,Opening notification Attractiveness of the company and the job Whether the recruiter is professional,By providing applicants with realistic job previews (RJPs),By reaching out to seniors and disabilities,CASE 2 Employee referral us

10、edby Nokia,Nokia often asks their employees to solicit applicants for technical personnel from qualified friends and associates. The company will offer prizes, for each referral actually hired. The prizes may range from beach towels and free big dinner, to the sizable prize of an expense-paid holida

11、ys to any islands in the world. According to the HR director of Nokia, “this is by far the most effective approach we have ever found, such recruiting source is quite cost effective, per hire only costs USD 837 instead of USD 2400 before.” Question：How did Nokia bring down its recruiting costs? How

12、much is saved per hire by using employee referral?,EXHIBIT: Factors influencing an applicants Decision to Accept a Job Offer,1. Attractiveness of the company Pay ， benefits and Stocks Desirability of geographic location Advancement ，training opportunities Culture Image 2. Attractiveness of the job N

13、ature of work Nature of supervision Friendliness of peers and boss 3. Whether the recruiter is professional Behavior ( hot, patient ,possessing recruiting knowledge & skills ),CASE 3 RJPs strategy used by HDM,Hamburg Docking Management INC need to recruit about 20 dock-wallopers each year. During in

14、terview the recruiters normally provide applicants with realistic job previews by giving applicants more realistic information (favorable, unfavorable ) about the openings Those who remain interested in the job, however ,are likely to stay with the company if hired, because they knew how tough it wi

15、ll be right from the start. Since Those dock-wallopers are told how strenuous the job is ,some may withdraw their applications because they dont want such a difficult job. Question : What should we deal with RJPs ?,CASE 4 Marriott was merged by Roger,Founded in 1985, Marriott specialized in hotel bu

16、siness, offering products ranging from luxurious suits to traditional rooms .In 1980s it maintain a 15% in both sales and profits .In 1990s , Marriott began to have a big drop in its profits. In 1999,Marriott was finally merged by Roger .The reason may be attributed to marketing strategy and HRM act

17、ivities. Upper management was composed of 5 people who graduated form the same major of Birmingham University. They used to go to the same church since they lived in the same town .Although women and minorities entered the workplace, their attempt to reach the top of the corporate ladder was cracked

18、 down. Many have been topped-out at entry or mid-level management position. Question : Why was finally Marriott merged by Roger ?,RECRUITMENT PROCESS （第二节 招聘流程）,Recruitment Process Role of Line Managers & HRM Departments Role,Role of Line Managers & HRM Departments Role p69-72,1.Identify recruitment

19、 needs 2.Communicating recruitment needs To HRM department - The number and type of the vacant positions -The need qualifications 3.Interviewng with applicants,1. Planning the recruitment process 2.Implementing recruitment process Choose specific sources -Write the ad Conduct preliminary interview 3

20、.Evaluating recruitment process Determining the cost-effectiveness of recruitment method,Line Manager,HRM Department,Process Recruitment,Step1:Identify Job Opening,Step2:Decide How to Fill Job Opening,No New Hire,Overtime Job Redesign Outsource,New Hire,Contingency,Core,Internal External,Temporary W

21、orkers,Step3:Identify Target Population,All Qualified Applicants,Segment of Applicant Population,Step4:Notify Target Population,Step5:Meet with Candidates,Step 1 Identify the job opening,The line managers must identify the shortages of their own units in short-term HRD must identify the shortages of

22、 the whole in long-term,Step 2 Decide how to fill the job opening,The line manager may choose to rely on overtime ,outsource or job redesign. He can also choose to fill the opening He must decide whether to fill with core personnel or contingency personnel . If core personnel are to be used, He must

23、 decide whether to recruit them internally or externally .,Step 3 Identify the target population,The line manager must decide whether to target all qualified applicants or certain segments of the qualified applicants population,He must identify specific requirements of the job,A variety of recruitin

24、g methods can be used to communicate the information about the vacant positions .,Step 4 Notify the target population,job posting,newspaper ADS,campus interview,McGraw-Hill/Irwin, 2006 The McGraw-Hill Companies, Inc. All rights reserved.,Step 5 Meet with the candidates,A variety of tools can be used

25、 to select the candidates Application Blanks Interview A Personality Tests Assessment Centers,RECRUITMENT SOURCES（第三节招聘渠道）,Sources of Internal Recruitment Sources of External Recruitment,Sources of Internal Recruiting (p67-68),Internal Recruiting,computerized career progression systems,supervisor se

26、lection,job posting,career development system,Computerized CareerProgression Systems,The information regarding career interests skills and other qualifications of employees is stored in an HRIS. When a job becomes vacant, HRD or the computer search its files in order to identify employees having the

27、 requisite skills for the vacant job.,Supervisor Selection,Hiring supervisors are asked to select or nominate an employee for the position. Supervisors will typically choose an individual whose work capabilities are well know to them.,Job Posting,In the typical job posting system, a job vacancy noti

28、ce is posted (in the notice board or Website) for all employees to see. The notice describes the job, salary, work schedule and necessary worker qualifications. All employees possessing these qualifications may apply or bid for the job.,career development system,Rather than encouraging all qualified

29、 employees to bid for a job, a firm may place some “fast-track” or high potential employees on a career path where they are groomed and trained for certain targeted jobs.,Advantages Encouraging morale Better assessment of abilities to achieve right recruitment Be familiar with the organization and e

30、asy to adapt to the job Low cost,The PRO/CONS of Internal Recruitment,Inbreeding “Political” infighting for promotions Limited sources training,Advantages,Disadvantages,Sources of External Recruitment (p70-75),ER,EMPLOYEE REFERRALS,HELP-WANTED ADVERTISEMENTS,EMPLOYMENT AGENCIES,CAMPUS RECRUITING,JOB

31、 FAIRS,EXECUTIVE SEARCH FIRMS,ONLINE RECRUITING,EMPLOYEE REFERRALS,A method of external recruitment in which firms ask their employees to solicit applications from qualified friends and associates. In some instances, companies will offer incentive, such as bonus and prize, for each referral actually

32、 hired.,APPLICANTS-INITIATED RECRUITMENT,A method of external recruitment in which a company accepts unsolicited applications or resumes from individuals interested in working for the company,HELP-WANTED ADVERTISEMENTS,A method of external recruitment in which a company places an advertisement of the position in the appropriate media (e.g., newspaper, magazines，TV,billboards) . The appropriate medium for placing an AD on the geographic recruitment area.,EMPLOYMENT AGENCIES,PUBLIC EMPLOYMENT AGENCIS :Run by the go