MGT 303 recruitment

MGT 303 recruitment - Chapter 5 -Human Resource Planning...

Info iconThis preview shows pages 1–2. Sign up to view the full content.

View Full Document Right Arrow Icon
Chapter 5 -Human Resource Planning and Recruitment Sunday, February 13, 2011 7:30 PM HR planning Step #1: Forecasting Labor demand -how much customers are buying your stuff -external analysis A. Look at product/service demand B. Driven by external assessment Labor Supply (current state) A. Internal movement cuased by transfers, promotions, turnover, retirements, etc. B. Transitional matrices identify employee movements over time a. Tell who works for you, who is going to come work for you, who is going to retire i. Who is coming in and who is going out b. Figure out Labor surplus or labor shortages Step #2: Goal setting and strategic planning A. 5 factors to take into account a. Expense: how much will it cost? b. Speed: how quickly can it be done? c. Effectiveness: will it solve the problem? i. Will it work? Get people in? Get people out? Will it decrease cost? d. Human suffering e. Revocability: how quickly can the decision be reversed if necessary? A. Labor surplus a. Employees cost money -but it also costs money to fire/layoff these people b. Options -none should come as a surprise -should always keep employees on the same page i.
Background image of page 1

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
Image of page 2
This is the end of the preview. Sign up to access the rest of the document.

This note was uploaded on 05/05/2011 for the course MGT 303 taught by Professor Waugh during the Spring '11 term at Miami University.

Page1 / 3

MGT 303 recruitment - Chapter 5 -Human Resource Planning...

This preview shows document pages 1 - 2. Sign up to view the full document.

View Full Document Right Arrow Icon
Ask a homework question - tutors are online