3. CHAPTER 5 PERSONNEL PLANNING AND RECRUITMENT

Job analysis

it identifies the duties and human requirements of each of the company’s jobs. The first step is to decide what job do you need to fill, then build a pool of candidates by recruiting candidates, then have the candidates pass application forms, then use selection tools to screen candidates, and then decide who’s the candidate are you going to hire by having supervisor and others interview the candidate

Workforce or personnel planning

it is the process of deciding what positions in the firm will have to fill, and how to fill them. The manager should engage in this first before recruiting and hiring employees.

Forecasting workforce demand

this is when you estimate the demand of your products or services

Trends analysis

This can provide an initial rough estimate of future staffing needs. It looks at past data over time to see patterns then use those patterns to predict future needs. For example lets say on 2022 you have 5 salespeople and were able to produce 5m sales, and then on 2023 you have 6 salespeople and were able to produce 6m sales, then on 2023, 7m sales person with 7m sales. With this you can see the pattern that everytime you add salesperson you can achieve additional sales. So you use this to predict that if you want to reach 8m sales, you need 8 sales person.

Ratio Analysis

This means making forecasts based on the historical ratio between some factor like sales, and the number of employees required. For example Hans corp wants to generate 4m sales next year. But a salesperson only generates 800k sales each year, with this we can divide the 4m to the 800k to see how many new salespeople Hans corp should hire to reach 4m sales. In this case Hans corp need 50 sales people to reach the 4m sales.

Scatter plot

it is a graph shows how two variable such as sales and your firm’s staffing levels are related. If they are related, then you can now forecast the business activity like sales, you should also be able to estimate you personnel needs. (Use this first before using trend and ratio analysis. U need to make sure first the 2 variable are related before forecasting)

Computerized forecast tools

This tool like excel spreadsheets help managers translate estimates of project productivity and sales level into forecastable personnel requirements. (Basically these tools helps the manager to input data to create scatter plot or graph or table to see if the variables are related and then if they are you can proceed to forecasting)

Managerial judgement

This states that it is still needed to adjust the forecast. Its important factors that may modify your initial forecast of personnel requirements.

Personnel forecast

It determines whose current employees are qualified or trainable for the projected open positions or jobs that we need to fill.

Personnel replacement Charts

a type record where it shows and present the performance and promotability of a candidate and if they are justifiable to be promoted. (dito kasi pumipili pa lang ng employee)

Position Replacement Card

a card prepared for each position in a company to show possible replacement candidates and their qualifications (dito nakapili na ng candidate and pinapakita na kung sino yung papalit sa prev employee and ano yung quali ng bagong employee)

Skills inventory systems

this enables the employers to collect and compile employee skills information, education, special skills in real time via online employee surveys and is used by managers when selecting inside candidates for promotion.

Markov analysis/transition analysis

it is a mathematical process to forecast availability of internal job candidates. It involves creating a matrix that shows the probabilities that employees will move from position to position and therefore be available to fill key position (a process na nagpapakita ng probability na yung isang tao is ma-promote)

Succession planning

it is the ongoing process of systematically indetigiyng, assessing, and developing organizational leadership to enhance performance.

Employee recruiting

it means finding and/or attracting applicants for the employer’s open positions.

Recruitment sourcing

it involves determining what your recruitment options are, and then assessing which are best for the job that is currently hiring. (basically aalamin mo what is the most effective way to recruit a candidate base sa don sa job na open. Like sa referral ka ba? Online ads? FB like sa anong paraan ka mag re-recruit.)

Branding

in order to recruit candidates, ofcourse your company or employer should have a good reputation. Because if not, then no candidates will be willing to apply right? This is often focuses on what its like to work at the specific company, is their value good? Is the work environment good?

The recruiting yield pyramid

The historical arithmetic relationships between recruitment leads and invitees, invitees and interviews, interviews and offers made, and offers made and offers accepted.

Internal sources

these are usually current employees in the company. “Hiring from within” are often the best sources of candidates.

Inbreeding

it is a problem that happens when an internal applicant are rejected. They may become discontended telling whyd you rejected them.

External Hires

these are employees from outside the organization. They tend to come in at higher salaries than do those promoted internally.

Job posting

Means publicizing the open job to employees (usually by literally posting it on company intranets or bulletin boards) and listing its attributes, like qualifications, supervisor, working schedule, and pay rate.

Public agencies operated by federal state or local governments

Operated by the government at the national, state, or local level to provide employment or recruitment services.

Agencies associated with non-profit organizations

un by mission-driven organizations that focus on placing candidates in community or social service roles rather than for profit.

Privately owned agencies

Privately owned, for-profit firms that provide hiring services to organizations in exchange for fees.

Recruitment Process Outsources (RPOs)

these are the special vendors that handle all or most of an employer's recruiting needs. They usually sign short-term contracts with the employer and receive a monthly fee that varies with the amount of actual recruiting the employer needs done.

On-demand recruiting services

Recruiters who are paid by the hour or project, instead of a percentage fee, to support a specific project. Services that provide short-term specialized recruiting to support specific projects without the expense of retaining traditional search firms. Charged by time; rather than per hire.

Freelancer community websites

Enable such employers to recruit based on the freelancer’s reputation and work product.

Temporary workers

Also known as part-time or just-in-time workers. They are examples of alternative staffing– the use of non traditional recruitment sources.

Poaching

The practice of actively recruiting or hiring employees who are already working for another company. Can produce recruits but can be problematic.

Outsourcing

this means having an outside vendor or outside company or other company supply services

Offshoring

means having outside vendors or outside or other company abroad supply services

Executive recruiters

usually called headhunters. Are special employment agencies employers retain to seek out top-management talent for their clients.

Contingency-based recruiters

a type of recruiters where they tend to handle junior-to-middle-level management job searches in the $80, 000 to $160, 000 Range.

Employee referrals

here the employer posts announcements of open positions and requests for ____ on its website, bulletin boards, and/or wallboards. It often offers prizes or cash awards for ______ that lead to hiring.

Walk-ins

Particularly for hourly workers, walk-ins—direct applications made at your office—are a big source of applicants. Sometimes, posting a “Help Wanted” sign out side the door may be the most cost-effective way of attracting good local applicants

College recruiting

Sending an employer’s representatives to college campuses to prescreen applicants and create an applicant pool from the graduating class.

Internships

Can be win-win situations. For students, they can mean honing business skills, learning more about potential employers, and discovering one’s career likes (and dislikes). Employers can use the interns to make useful contributions while evaluating them as possible full-time employees.

Military Personnel

They Provide an excellent source of trained and disciplined recruits.

Application form

it is the form that provides information on education, prior work, record, and skills.

Application information/Biodata

This predicts employee tenure and performance. The longer tenure with previous employers were less likely to quiz and also had higher performance within 6 months after hire
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Recruiter Incivility