Personnel Planning and Recruitment

1. Personnel Planning and Recruitment

2. Forecasting Need for Employees • Many American firms are weak in this area. • Lay offs • Shortages • Schools not producing skills needed

3. Forecasting Options • Trends • Ratios- Sales/Production, turnover rates • Scatter plots (correlations) • Weakness • No alignment with strategy • Old way of doing business • Built in low productivity standards

4. Internal Forecast • Employer need to know versus individual right to privacy • Who has access to personnel data?

5. Recruitment • Who do you want? • Right person on the bus, in the right seat, at the right time • Succession planning • Identifying and analyzing key jobs • Creating and assessing candidates • Selecting the right people • Who is going to do it? • In house staff, headhunters, temp agencies

6. Finding Outside Candidates • Advertising – TV, Web, Newspapers • College campuses • Walk-ins • Women • Minorities • Single Parents • Older workers • Former workers

7. Filling the job • Temp workers • Full Time worker • Offshore/Outsource

8. Use of Applications • Gather substantive data (education, work experience) • Previous growth and career progress • Stability • Data base to make a prediction of success in job

9. We need nurses!!!! • How many? • When? • Where will you find them? • How will you let them know about the job? • How will you fill them (permanent, temporary, outside staffing)? Why • How will you attract them to the job? • What data do you need about them? • How are you going to get it? • How do you know your efforts are an example of a high-performing HR Department?