05 Recruiting Talented Employees

05 Recruiting Talented Employees - Recruiting Talented...

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Recruiting Talented Employees Getting the right people to apply for your jobs
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HRM – The Big Picture S t r a e g y L l I s u
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Focus of This Section ± Recruiting ± Getting people to apply for a job at your organization ± Based on HR Planning ± HR Planning ± Determining how many employees/what types of employees we need for our organization to succeed
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The Value of Planning ± Rider University expects that 40% of it’s faculty will be retiring within the next 2 years ± If you were the head of HR, why is this information important? ± How would you respond? ± What information would you want before responding?
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HR Planning ± Forecasting the number and types of employees needed to meet org. objectives in the future ± Essential process (Proactive vs. reactive HR) ± 3 Steps: Labor demand forecast Labor supply forecast Labor s urplus or shortage? s trategic planning Step 3: Implementation Step 1: Forecasting
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Step 1: Forecasting ± ± Predict labor shortages or surpluses ± Affirmative action planning ± Workforce utilization review ± Statistical vs. subjective (judgment) methods ± Statistical: Precise in stable environment ± Subjective: Account for new events/changes ± Balanced approach
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Forecasting – Part 1 Forecasting Labor Demand ± Will need for people in specific job categories increase or decrease in future? ± External and internal analysis ± Strategy of org. ± Trend Analysis:
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This note was uploaded on 02/26/2012 for the course MGT 310 taught by Professor Donovan during the Fall '11 term at Rider.

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05 Recruiting Talented Employees - Recruiting Talented...

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