Developing and using applications forms (3-kinds)
Give this one a try later!
- Standard applications forms
- Biographical Information Blank
- Online applications
Recruitment
Give this one a try later!
, - Refers to the process of searching out and attracting qualified job
applicants
- Begins with the identification of a position that requires staffing
- Is completed when résumés and/or completed application forms are
received from an adequate number of applicants
Recruiting Non-Permanent Staff; Temporary Help Agencies
Give this one a try later!
- Provide relief for employees who are ill, on vacation, taking a leave of
absence, etc
- Benefits; Cost less than permanent employees; Immediate replacement of
an unsuitable temporary worker; Workers are often highly motivated
Forecasting Supply of Internal Candidates; Markov Analysis
Give this one a try later!
- A method of forecasting internal labour supply that involves tracking the
pattern of employee movements through various jobs and developing a
transitional probability matrix
Forecasting Supply of Internal Candidates; Skills inventories
Give this one a try later!
, - Summary of current employees' education, experience, interests, and
skills
- Used to identify eligibility for transfer/promotion
- Contain comprehensive info about the capabilities of current employees
- Data gathered for each employee include name, age, date of
employment, current position, present duties and responsibilities,
educational background, previous work history, skills, abilities, and interests
- Info about current performance and readiness for promotion is generally
included as well
Strategic Importance of Recruitment
Give this one a try later!
- Organizations with superior recruiting practices financially outperform
those with less effective programs
- Successful recruiting is a strong indicator of higher shareholder value
Former Employees
Give this one a try later!
- Making efforts to keep in touch with former employees who may be
interested in rejoining the organization in future
- Organizations such as Microsoft, Ernst & Young, and P&G established
alumni networks that offer benefits such as healthcare, job boards, and
alumni parties
- About 25% of hires at the manager level and above at Microsoft are
returning employees, known as "boomerangs."
, An HR plan (HRP) does OR does not occur independently of the other departments
within an organization (such as finance, marketing, and research and development).
The HRP must OR must not align with the overall goals of the organization as well as
both the ________ and ________ strategic plans set by the organization
Give this one a try later!
does not; must; long-term; short-term
Recruiting Non-Permanent Staff; Contract Workers; Benefits
Give this one a try later!
- Coverage for seasonal or unplanned peaks in business
- Specialized work or projects
- Reduced layoffs during downturns
Forecasting HR Needs (Demand); Qualitative Approaches (2)
Give this one a try later!
- Nominal Group Technique
- Delphi Technique
Cold Calls
Give this one a try later!
Give this one a try later!
- Standard applications forms
- Biographical Information Blank
- Online applications
Recruitment
Give this one a try later!
, - Refers to the process of searching out and attracting qualified job
applicants
- Begins with the identification of a position that requires staffing
- Is completed when résumés and/or completed application forms are
received from an adequate number of applicants
Recruiting Non-Permanent Staff; Temporary Help Agencies
Give this one a try later!
- Provide relief for employees who are ill, on vacation, taking a leave of
absence, etc
- Benefits; Cost less than permanent employees; Immediate replacement of
an unsuitable temporary worker; Workers are often highly motivated
Forecasting Supply of Internal Candidates; Markov Analysis
Give this one a try later!
- A method of forecasting internal labour supply that involves tracking the
pattern of employee movements through various jobs and developing a
transitional probability matrix
Forecasting Supply of Internal Candidates; Skills inventories
Give this one a try later!
, - Summary of current employees' education, experience, interests, and
skills
- Used to identify eligibility for transfer/promotion
- Contain comprehensive info about the capabilities of current employees
- Data gathered for each employee include name, age, date of
employment, current position, present duties and responsibilities,
educational background, previous work history, skills, abilities, and interests
- Info about current performance and readiness for promotion is generally
included as well
Strategic Importance of Recruitment
Give this one a try later!
- Organizations with superior recruiting practices financially outperform
those with less effective programs
- Successful recruiting is a strong indicator of higher shareholder value
Former Employees
Give this one a try later!
- Making efforts to keep in touch with former employees who may be
interested in rejoining the organization in future
- Organizations such as Microsoft, Ernst & Young, and P&G established
alumni networks that offer benefits such as healthcare, job boards, and
alumni parties
- About 25% of hires at the manager level and above at Microsoft are
returning employees, known as "boomerangs."
, An HR plan (HRP) does OR does not occur independently of the other departments
within an organization (such as finance, marketing, and research and development).
The HRP must OR must not align with the overall goals of the organization as well as
both the ________ and ________ strategic plans set by the organization
Give this one a try later!
does not; must; long-term; short-term
Recruiting Non-Permanent Staff; Contract Workers; Benefits
Give this one a try later!
- Coverage for seasonal or unplanned peaks in business
- Specialized work or projects
- Reduced layoffs during downturns
Forecasting HR Needs (Demand); Qualitative Approaches (2)
Give this one a try later!
- Nominal Group Technique
- Delphi Technique
Cold Calls
Give this one a try later!
