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CHAPTER 5 PLANNING FOR AND RECRUITING HUMAN RESOURCES Chapter Summary This chapter explores how organizations carry out human resource planning. At the beginning, the chapter identifies the steps that go into developing and implementing a human resource plan. Each subsequent section of the chapter has a focus on recent trends and practices, such as downsizing and outsourcing, which are prevalent to human resource management. Throughout the remaining sections, an exploration into the recruiting process will be undertaken. At the end of the chapter, a discussion will be presented on the role of human resource recruiters. Learning Objectives After studying this chapter, the student should be able to: 1.Discuss how to plan for human resources needed to carry out the organization’s strategy. 2.Determine the labor demand for workers in various job categories. 3.Summarize the advantages and disadvantages of ways to eliminate a labor surplus and avoid a labor shortage. 4. Describe recruitment policies organizations use to make job vacancies more attractive. 5.List and compare sources of job applicants. 6. Describe the recruiter’s role in the recruitment process, including limits and opportunities. Extended Chapter Outline Note: Key terms are boldface and are listed in the “Chapter Vocabulary” section. I. Introduction 1.With a bigger workforce, an established company needs more creativity to avoid layoffs. 2.Trends and events that affect the economy also create opportunities and problems in obtaining human resources. 3.To prepare for and respond to these challenges, organizations engage in human resource planning, defined as identifying the numbers and types of employees the organization will require to meet its objectives. Human resource management the policies, practices, and systems that influence employees' behavior, attitudes, and performance. cash, equipement, technology, and facilities. an organization's employees, described in terms of their training, experience, judgement, intelligence, relationships, and insight. high performance work system an organization in which technology, organizational structure, people, and processes all work together to give an organization an advantage in the
competitive environment. Average HR staff to employee ratio the process of getting detailed information about jobs. the process of defining the way work will be preformed and the tasks that a given job requires. the process through which the organization seeks applicants for potential employment. the process by which an organization attempts to identify applicants with the necessary knowledge, skills, abilities and other characteristics that will help the organization achieve its goals. a planned effort to enable employees to learn job-related knowledge skills, and behavior. the acquisition of knowledge, skills, and behaviors that improve an employees ability to meet changes in job requirements and in customer demands. the process of ensuring that employees' activities and outputs match the organization's goals. identifying the numbers and types of employees the organization will require to meet its objectives. collecting and using data to show that human resource practices have a positive influence on the company's bottom line or key stakeholders. corporate social responsibility a company's commitment to meeting the needs of its stakeholders. the parties with an interest in the company's success.
Typically shareholders, the community, customers, and employees. the fundamental principles of right and wrong. right to free consent, privacy, freedom of conscience, speech, and due process. HR generalist average salary an organization's workers. Its employees and
the people who have contracts to work at the organization. individuals who are actively seeking employment. fastest growing age group of workers high performance work systems organizations that have the best possible fit between
their social system (people and how they react) and technical system (equipment and processes) employees whose main contribution to the organization is specialized knowledge, such as knowledge of customers, a process, or a profession. most new jobs in what field? giving employees responsibility and authority to make
decisions regarding all aspects of product development or customer service. the assignment of work to groups of employees with various skills who interact to assemble a product or provide a service. Total quality management (TQM) a company wide effort to continually improve the ways
people, machines, and systems accomplish work. Name issues affecting HRM TQM, mergers and acquisitions, re-engineering, international expansion, downsizing, outsourcing. a complete review of an organization's critical work processes to make them more efficient and able to
deliver higher quality. the practice of having another company (a vendor, third party provider, or consultant) provide services. moving operations from a country where a company is headquartered to a country where pay rates are lower but the necessary skills are available employees who take assignments in other
countries. human resource information system (HRIS) a computer system used to acquire, store, manipulate, analyze, retrieve, and distribute information related to an organization's human resources. electronic human resource management
(e-HRM) the processing and transmission of digitized HR information, especially using computer networking and the internet. network that uses internet tools but limits access to authorized users in the organization. system in which employees have online access to information about HR issues and go online to enroll themselves
in programs and provide feedback through surveys. a description of what an employee expects to contribute in an employment relationship and what the employer will provide the employee in exchange for those contributions. alternative work arrangements methods of staffing other than the
traditional hiring of full time employees. (ex: independent contractors, on call workers, temporary workers, and contract company workers). equal employment opportunity (EEO) the condition in which all individuals have an equal chance of employment, regardless of their race, color, religion, sex, age, disability, or national origin. abolished slavery -covers all individuals 13th amendment enforced by provides equal protection for all citizens and requires due process in state action. -covers state actions 14th amendment enforced by civil rights acts (CRAs) of 1866 and 1871 grant all citizens the right to make, preform, modify, and terminate contracts, and enjoy all benefits, terms, and conditions of the contractual relationship. -covers all individuals civil rights acts (1866 and 1871) enforced by requires that men and women preforming equal jobs recieve equal pay. -covers employers engaged in interstate commerce equal pay act of 1963 enforced by forbids descrimination based on race, color, religion, sex, or national origin. -covers employers with 15 or more employees working 20 or more weeks per year/ Title VII of CRA enforced by age descrimination in employment act of 1967 prohibits descrimination in employment against individuals 40 years and older -covers employers with 15 or more employees working 20 or more weeks per year age descrimination in employment act of 1967 enforced by rehabilitation act of 1973 requires affirmative action in employment of indviduals with disabilities rehabilitation act of 1973 enforced by: pregnancy discrimination act of 1978 treats discrimination based on pregnancy related conditions as illegal sex descrimination. pregnancy discrimination act of 1978 enforced by americans with disabilties act of 1990 prohibits descrimination against individuals with disabilities. -covers employers with more than 15 employees americans with disabilties act of 1990 enforced by requires affirmative action in hiring women and minorities executive order 11246 enforced by prohibits descrimination (same as title VII) civil rights act of 1991 enforced by uniformed services employment and reemployment rights act of 1994 requires hiring of employees who are absent for military service, with training and accomidations as needed. uniformed services employment and reemployment rights act of 1994 enforced by veterans employment and traning service genetic information non discrimination act of 2008 prohibits descrimination because of genetic information genetic information non discrimination act of 2008 enforced by equal employment opportunity commission (EEOC) agency of the dept of justice charged with enforcing title VII of the civil rights act of 1964 and other antidiscrimination laws. an organization's active effort to find opportunities to hire or promote people in a particular group. a physical or mental impairment that substancially limits one or more major life activity. the EEOC's employer information report which counts employees sorted by job category, sex, ethnicity, and race. office of federal contract compliance procedures (OFCCP) the agency responsible for enforcing the executive orders that cover companies doing business with the federal govt. differing treatment of individuals where differences are based on the individuals race, color, religion, sex, national origin, or disability status. Bona Fide occupational qualification (BFQQ) a necessary (not merely prefered) qualification for preforming a job. a condition in which employment practices are seemingly neutral yet disporportionately exclude a protected group from employment opportunities. rule of thumb that finds evidence of descrimination if an organization's hiring rate for a minority group is less than 4/5ths the hiring rate for the majority group. an employer's obligation to do someting to enable an otherwise qualified person to preform a job. unwelcome sexual advances as defined by the EEOC. Occupational saftey and health act (OSH Act) US law authorizing the federal government to establish and enforce occupational saftey and health standards for all places of employment engaging in interstate commerce. occupatinal saftey and health administration (OSHA) labor department agency responsible for inspecting employers, applying safety and health standards, and levying fines for violation. state laws that require employers to provide employees with information about the health risks associated with exposure to substances considered hazardous. material safety data sheets (MSDSs) forms on which chemical manufacrurers and importers identify the hazards of their chemicals job hazard analysis technique safety promotion technique that involves breaking down a job into basic elements then rating each element for its potiential for harm or injury. technic of operations review (TOR) method of promoting safety by determining which specific element of a job led to a past accident. the process of analyzing the risks necessary for the production of a product or service the set of duties (job) preformed by a particular position the process of getting detailed information about jobs a list of the tasks, dutues, an responsibilities (TDR's) that a particular job entails. a list of the knowledge, skills, abilities, and other characteristics (KSAOs) that an individal must have to preform a particular job. Position Analysis Questionnaire (PAQ) 1. Info input 2. Mental Process 3. Work output 4. Relationship with other persons 5. Job context 6. Other characteristics how many questions does the (PAQ) have Fleishman Job Analysis System Job analysis technique that asks subject-matter experts to evaluate a job in terms of the
abilities required to perform the job. Importance of job analysis 1. work redesign 2. human resource planning 3. selection 4. training 5. preformance appraisal 6. career planning 7. job evaluation The process of linking specific tasks to specific jobs and deciding what techniques, equipment, and procedures should be used to perform those tasks. The study of jobs to find the simplest way to structure work in order to maximize efficiency. broadening the types of tasks preformed in a job. Enlarging jobs by combining several relatively simple jobs to form a job with a wider range
of tasks. enlarging jobs by moving employees among several different jobs. empowering workers by adding more decision making authority to jobs. schedualing arrangement in which employees work a set number of hours a day but vary starting and ending times A work schedule in which two employees share one job by splitting the work hours. the study of the interface between individuals physiology and the characteristics of the pysical work enviornment. the attempts to determine the supply of and demand for various types of human resources to predict areas within the organization where there will be labor shortages and surpluses. constructing and applying statistical models that predict labor demand for the next year, given relatively objective statistics from the previous year objective measures that accurately predict future labor demand. A chart that lists job categories held in one period and shows the proportion of employees in each of those job categories in a future period. a set of knowledge and skills that make the organization superior to competitors and create value for customers. the planned elimination of large numbers of personnel with the goal of enhancing the organization's competitiveness. 4 objectives of downsizing 1. reducting costs 2. replacing labor with technology 3. mergers and acquistitions 4. moving to more economical location contracting with another organization to preform a broad set of services . Workforce Utilization Review A comparison
of the proportion of employees in protected groups with the proportion that each group represents in the relevant labor market. identifying and attracting potiential employees. internal vs. external recruiting promote within the organization or outside the employer or employee may end an employment relationship at any time regardless of cause. Policies that formally lay out the steps that an employee may take to appeal the employer’s decision to terminate that employee. The process of communicating information about a job vacancy on company bulletin boards, in employee publications, on corporate intranets, and anywhere else the organization communicates with employees. People who apply for a vacancy without prompting from the organization. people who apply for a vacancy because someone in the organization prompted them to do so. Largest percent of employees hired because of it. the practice of hiring relatives The percentage of applicants from a recruitment source that make it to the next stage of the selection process An honest assessment of the advantages and disadvantages of a particular job and working in a particular organization. 5 The first step in the human resource planning process is: Why is hiring new employees for every labor shortage not preferable? D. When the shortage becomes surplus, the organization may have to lay off employees. An organization's core competency is: C. a set of knowledge and skills that make the organization superior to competitors and create value for customers. Which
of the following options for reducing an expected labor surplus has the benefit of being a relatively fast solution, but the disadvantage of being high in human suffering? Which of the following options for avoiding an expected labor shortage has the benefit of being a relatively fast solution with high revocability? All of the following statements about the effects of downsizing are true EXCEPT: C. downsizing efforts guarantee an increase in organization competitiveness. The most widespread methods for eliminating labor shortages are: D. hiring temporary workers and outsourcing work. Which of the following is NOT true of outsourcing? C. Outsourcing is currently restricted to manufacturing and low-skilled jobs. In human resource management, any practice or activity carried out by the organization with the primary purpose of identifying and attracting potential employees is known as: The largest share of new employees hired come from which external source? Which of these is defined as any practice or activity carried on by the organization with the primary purpose of identifying and attracting potential employees?Recruitment can usefully be defined as “those practices and activities carried out by the organization with the primary purpose of identifying and attracting potential employees” (Barber 1998: 5).
What is the practice or activity carried on by an organization with the primary purpose of identifying and attracting potential employees quizlet?Human resource recruitment is defined as any practice or activity carried on by an organization with the primary purpose of identifying and attracting potential employees.
What is the Organisation does HR is concerned with?Human resource management is primarily concerned with the management of people within organizations, focusing on policies and systems.
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Which of these is defined as any practice or activity carried on by the organization with the primary purpose of identifying and attracting?
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