Predicting future employee needs the staffing the

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° Predicting Future Employee Needs The Staffing the Organization might need: o If organization doesn’t change , you easily predict that jobs will periodically become unoccupied due to retirement, resignations, etc., and you’ll need to pay the same salaries and meet the same criteria about minority hiring to fill them o If organization does change, need a clear understanding of the vision and strategic plan so that the proper people can be hired to meet the future strategies and work
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The Likely Sources for Staffing o Looking on the Inside : need to consider which employees are motivated, trainable, and promotable and what kind of training your organization might have to do (US Bureau of Labor Statistics and U.S. Census Bureau issues report) Human Resource Inventory: a report listing your organizations employees by name, education, training, languages, and other important information o Looking on the Outside : consider the availability of talent in your industry’s and geographical areas labor pool, the training people graduating from various schools, and such factors as what kind of people are moving into your area U.S. Bureau of Labor Statistics and U.S. Census Bureau ° 9.2 Recruitment & Selection: Putting thee Right People into the Right Jobs ° Recruitment: How to Attract Qualified Applicants Recruiting: the process of locating and attracting qualified applicants for jobs open in the organization o Qualified : people whose skills, abilities, and characteristics, are best suited to your organization. Internal Recruiting: Hiring from the Inside o Internal Recruiting : making people already employed by the organization aware of job openings o Job Posting: placing information about job vacancies and qualifications on bulletin boards, in newsletters, and on the organization’s intranet External Recruiting: Hiring from the Outside o External Recruiting: attracting job applicants from outside the organization job vacancies were posted through newspapers, employment agencies, Executive Recruiting Firms, etc. Ex. Experts estimated that 89% of U.S. organizations use “Social Media” to recruit Which External Method Works Best? o Employee Referrals (people who will put the company interest first) o E-Recruitment Tools “dot jobs” Realistic Job Previews o Realistic Job Preview (RJP): gives a candidate a picture of both positive and negative features of the job and the organization before he or she is hired
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o (Reduce turnover within 30-90 days of employment) Organizations such as: AT&T, Hilton, Assess Systems use RJPs ° Selection: How to Choose the Best Person for the Job Selection Process: the screening of job applicants to hire the best candidate o Prediction : how well will the candidate perform the job and how long will he or she stay?
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Christopher Reinemann
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