The process of keeping track of an maintain

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the process of keeping track of an maintain relationships with former employees to see if they would be willing to return to the firmvii)Executive Search Firms viii)Educational Institutionsix)Professional Associations x)Labour Unions xi)Public Employment Agencies 1.Private Employment & Temporary Agencies xii)Employee Leasing Key Terms: Employee Leasing:the process of dismissing employees who are then hired by a leasing company Professional Employer Organization (PEO) – which handles all HR activities- and thencontracting with that company to lease back employees Outcome 4:Explain the techniques organizations can use to improve their recruiting efforts. -Tools to Improve Recruiting: i)Realistic Job Preview (RJP)
ii)Surveying Managers and Applicants about the process iii)Examining Metrics: 1.Cost Per Hire2.Time to Fill3.Yield Ratios -Applicant Tracking System (ATS):help automatically track and calculate many metricsKey Topics: D)Improving Effectiveness of Recruiting 1.Using Realistic Job Previews Key Terms: Realistic Job Preview (RJP): informing applicants about all the aspects of the job, including both its desirable and undesirable facets 2.Surveys 3.Recruiting Metricsi)Quality of Fill Statistics: Quality of Hire = (PR + HP + HR)/N -PR = average job performance rating of new hires -HP = % new hires reaching acceptable productivity within acceptable time -HR = % new hires retained after 1 years -N = number of indicators ii)Time to FillKey Terms: Time to Fill: the number of days from when a job opening is approved to the date the candidate is selected iii)Yield Ratios Key Terms:Yield Ratios: % of applicants from a recruitment source that make it to the next stage of the selection process iv)Cost of Recruitment: SC/H = (AC + AF + RB + NC) / H -AC = advertising costs (monthly) -AF = agency fees (monthly) -RB = referral bonuses (total paid) -NC = no-cost hires, walk-ins, nonprofit agencies -H = total hires Key Terms:
Applicant Tracking System (ATS): software application recruiters use to post job openings, screen resumes, contact potential candidates for interview via email, and track the time and costs related to hiring people Outcome 5:Explain how career management programs integrate the needs of individual employees and their organizations.-Identifying & Developing talent is responsibility of all managers -Career Development Program:integrate the career goals of employees with the goals of the organization -Job Opportunities can be identified by studying jobs and determining the knowledge and skills required -Identify Job Opportunitiesthen Key Jobs can be Identifiedand Progressionscan be Planned-Progressions:serve as basis for developing career pathways for employees -Employees need to be made aware of the organizations Philosophy and Goals to match the goals of their organization -Mentoring is valuable for providing guidance and support to employees and potential managers Key Topics: E)Career Management: Developing Talent Over Time 1.The Goal: Matching Individual & Organizational Needs i)Employee’s Role ii)

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