Key concepts Human Resources Planning Job Analysis
Ethics in Action: Withholding Negative Information and the Importance of Background Checks
External and Internal Recruitment The Selection Process
Key concepts 1. Recruitment includes all the activities that managers engage in to develop a pool of qualified candidates for open positions. How many job-seekers and companies do you think now rely on technology such as Monster.com? Many employers will now only accept email submitted resumes.
2. Selection is the process by which managers determine the relative qualifications of job applicants.
3. Before actually recruiting and selection employees, managers need to engage in human resource planning and job analysis.
Human Resources Planning 1. Human resource planning includes all the activities managers engage in to forecast their current and future needs for human resources.
a. Current human resources are the employees an organization needs today. b. Future human resources are the employees the organization will need at some later date.
c. Managers must make both demand forecasts and supply forecasts. d. This assessment helps managers determine whom they should be trying to recruit and select to achieve organizational goals.
2. Outsourcing does have disadvantages: a. Managers may lose some control over the quality of goods and services. b. Individuals may have less knowledge of organization practices and
goals. c. Unions resist outsourcing because it has the potential to eliminate some members’ jobs.
Job Analysis 1. Job analysis is the process of identifying: a. The tasks, duties, and responsibilities that make up a job (the job
description.).
2. A job analysis needs to be done for each job in the
organization.
3. A job analysis can be done in numerous ways. a. Managers can observe current employees as they perform their jobs or interview them. b. They can use questionnaires that are completed by job holders and their managers.
External and Internal Recruitment
1. Recruitment is what managers do to develop a pool of
qualified
candidates
for
The Selection Process 2. External Recruiting a. When managers recruit externally,
they look outside the organization for people who have not worked for the organization previously. b. External recruiting is often not easy because the jobs that are opening up require skills and abilities that the job hunters do not have. c. Advantages of external recruiting: i. Having access to a potentially large applicant pool. ii. Ability to attract people who have the skills, knowledge, and abilities the organization needs. iii. Ability
able to bring in newcomers who may have a fresh approach to problems.
The Selection Process 1. Managers need to find out whether each applicant is qualified for the position and whether he or she is likely to be a good performer. 2. Background information 3. Interviews 4. Paper-and-Pencil Tests 5. For jobs that require physical abilities, physical ability tests can measure strength and stamina. 6. Performance Tests 7. References 8. The Importance of Reliability and Validity