Identify critical incidents that pinpoint success on the job Use off the shelf

Identify critical incidents that pinpoint success on

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– Identify critical incidents that pinpoint success on the job. Use off-the-shelf competencies databanks
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End of Chapter 4: Job Analysis Questions/Comments
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Chapter 5: Personnel Planning and Recruiting
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1. List the steps in the recruitment and selection process. 2. Explain the main techniques used in employment planning and forecasting. 3. Explain and give examples for the need for effective recruiting . 4. Name and describe the main internal sources of candidates . 5. List and discuss the main outside sources of candidates . 6. Explain how to recruit a more diverse workforce. LEARNING OUTCOMES
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The Recruitment and Selection Process 1. Decide what positions to fill through personnel planning and forecasting . 2. Build a candidate pool by recruiting internal or external candidates. 3. Have candidates complete application forms and undergo initial screening interviews. 4. Use selection tools to identify viable candidates. 5. Decide who to make an offer to, by having the supervisor and others interview the candidates.
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Steps in Recruitment and Selection Process The recruitment and selection process is a series of hurdles aimed at selecting the best candidate for the job.
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Planning and Forecasting Employment or Personnel Planning The process of deciding what positions the firm will have to fill, and how to fill them. Succession Planning The process of deciding how to fill the company s most important executive jobs. What to Forecast? Overall personnel needs The supply of inside candidates The supply of outside candidates
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Forecasting Personnel Needs Trend analysis Ratio analysis Forecasting Tools Scatter plotting
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Forecasting Personnel Needs Trend analysis – can provide an initial estimate of future staffing needs, but employment levels rarely depend just on the passage of time. – Other factors (like changes in sales volume and productivity) also affect staffing needs. Ratio analysis – provides forecasts based on the historical ratio between (1) some causal factor (like sales volume) and (2) the number of employees required (such as number of salespeople).
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Forecasting Personnel Needs Scatter plot shows graphically how two variables—such as sales and your firm s staffing levels—are related. If they are, and then if you can forecast the business activity (like sales), you should also be able to estimate your personnel needs. Hospital Size (Number of Beds) Number of Registered Nurses 200 240 300 260 400 470 500 500 600 620 700 660 800 820 900 860 Determining the Relationship Between Hospital Size and Number of Nurses
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Determining the Relationship Between Hospital Size and Number of Nurses Note: After fitting the line, you can project how many employees are needed, given your projected volume.
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Drawbacks to Traditional Forecasting Techniques They focus on projections and historical relationships. They do not consider the impact of strategic initiatives on future staffing levels.
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  • Spring '18
  • supervisor, Job Analysis and Talent

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