Personnel Planning and Recruitment

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Personnel Planning and Recruitment
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Forecasting Need for Employees

• Many American firms are weak in this area.
• Lay offs
• Shortages
• Schools not producing skills needed

3
Forecasting Options

• Trends
• Ratios- Sales/Production, turnover rates
• Scatter plots (correlations)
• Weakness
• No alignment with strategy
• Old way of doing business
• Built in low productivity standards

4
Internal Forecast

• Employer need to know versus individual right to
  privacy
• Who has access to personnel data?

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Recruitment

• Who do you want?
• Right person on the bus, in the right seat, at
  the right time
• Succession planning
• Identifying and analyzing key jobs
• Creating and assessing candidates
• Selecting the right people
• Who is going to do it?
• In house staff, headhunters, temp agencies

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Finding Outside Candidates

• Advertising TV, Web, Newspapers
• College campuses
• Walk-ins
• Women
• Minorities
• Single Parents
• Older workers
• Former workers

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Filling the job

• Temp workers
• Full Time worker
• Offshore/Outsource

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Use of Applications

• Gather substantive data (education, work
  experience)
• Previous growth and career progress
• Stability
• Data base to make a prediction of success in job

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We need nurses!!!!

• How many?
• When?
• Where will you find them?
• How will you let them know about the job?
• How will you fill them (permanent, temporary,
  outside staffing)? Why
• How will you attract them to the job?
• What data do you need about them?
• How are you going to get it?
• How do you know your efforts are an example of a
  high-performing HR Department?