HRM Exam 2 - HRM Exam 2 HRM Exam 2 Chapter 5 page 237-238...

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HRM Exam 2 HRM Exam 2 Recruitment Internal Labor Markets —start with a forecast of manpower needs: 1.  Expected losses—via retirement, deaths, turnovers, etc… 2. Skill mix needed 3. Strategic Skills Analysis Mechanisms of Internal Recruiting: 1.  Job Posting and Bidding—via bulletin boards or electronic 2. Career Ladders 3. Skills Inventories 4. Succession Plans The Internal Labor Recruitment means filling positions with current  employees.  The chapter talks about job satisfaction and organizational  commitment as being good reasons to stay with an organization.   For Internal Recruitment, the central issues are employee retention and the  kinds of experiences organizations provide for their employees to prepare  them for jobs other than those for which they were initially hired. Bob Guion—said:  “The seriousness with which an organization views the  recruiting function is probably a function of the tightness of the labor  1
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market.” External Labor Markets An organization decides to pursue recruits from the outside when it  concludes that no qualified people inside are available.  That is, when  specifications of the openings available and the KSAOs required fails to  yield a match among job incumbents, and then a search begins for an  appropriate recruit. Guion’s tightness of the labor market is driven by classical supply and  demand principles. Labor Markets become tight when: 1.  Demand for a particular skill set is high and or supply of the same  skill set is low. 2. These factors lend to co vary with the complexity of the focal skill  set.  As a general rule, comparatively more complex skill sets tend  to be less available and in more demand. 3. The scarcity of a knowledge resource may also serve to drive up  the cost of a job bid. External Market Recruitment Sources: 1.  Advertising-newspapers, journals, etc… 2. Employment agencies-state and federal, private 3. Educational institutions-college placement offices, trade schools 4. Professional organizations-technical societies, conventions Recruiting
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HRM Exam 2 Recruitment strategies 1.  Reliance on Internal vs. External Sources of supply a. Promotion fro within policies-stipulate the first search will be  in house. (i.e., internal labor market) b. Failure to do this may have short term moral and long term  reputational consequences. 2.  Lead the Market Pay Strategies
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HRM Exam 2 - HRM Exam 2 HRM Exam 2 Chapter 5 page 237-238...

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