Assey: Lecture Outline
In brief: This chapter explains the process of forecasting personnel requirements, discusses the pros and cons of eight methods used for recruiting job candidates, describes how to develop an application form, and explains how to use application forms to predict job performance.
Interesting issues: Despite lots of publicity and widespread knowledge of EEO laws, many organizations still ask questions that are highly suspect, and some questions that are clearly violations of federal regulations. It may be useful to discuss causes of this and the potential consequences of those violations.
Lecture Outline
I. The Recruitment and Selection Process
A. Employment Planning and Forecasting
B. Building a Pool of Candidates
C. Application Forms and Initial Screening Interview
D. Utilizing Various Selection Techniques
E. Sending Viable Candidates to the Supervisor
F. Conducting Final Selection Interviews
Figure 4-1 on page 123 outlines the selection process.
II. Employment Planning and Forecasting
A. How to Forecast Personnel Needs
1. Factors to consider after sales projections & staff requirements
a. projected turnover b. quality and nature of employees c. decisions to upgrade product quality or enter new markets d. technological and administrative changes e. financial resources available
2. Trend Analysis
3. Ratio Analysis
4. Scatter Plot
Figure 4-2 on page 125 gives a sample scatter plot.
5. Using Computers to Forecast Personnel Requirements
6. Managerial Judgment
B. Forecasting the Supply of Insider Candidates
1. Qualifications Inventories
2. Manual Systems and Replacement Charts
a. personnel inventory and development record (shown in Figure 4-3 on page 127) b. personnel replacement charts (sample shown in figure 4-4 on page 128) c. position replacement cards
3. Computerized Information Systems
4. The Matter of Privacy
C. Internal Sources of Candidates
1. Job Posting
2.
Interesting issues: Despite lots of publicity and widespread knowledge of EEO laws, many organizations still ask questions that are highly suspect, and some questions that are clearly violations of federal regulations. It may be useful to discuss causes of this and the potential consequences of those violations.
Lecture Outline
I. The Recruitment and Selection Process
A. Employment Planning and Forecasting
B. Building a Pool of Candidates
C. Application Forms and Initial Screening Interview
D. Utilizing Various Selection Techniques
E. Sending Viable Candidates to the Supervisor
F. Conducting Final Selection Interviews
Figure 4-1 on page 123 outlines the selection process.
II. Employment Planning and Forecasting
A. How to Forecast Personnel Needs
1. Factors to consider after sales projections & staff requirements
a. projected turnover b. quality and nature of employees c. decisions to upgrade product quality or enter new markets d. technological and administrative changes e. financial resources available
2. Trend Analysis
3. Ratio Analysis
4. Scatter Plot
Figure 4-2 on page 125 gives a sample scatter plot.
5. Using Computers to Forecast Personnel Requirements
6. Managerial Judgment
B. Forecasting the Supply of Insider Candidates
1. Qualifications Inventories
2. Manual Systems and Replacement Charts
a. personnel inventory and development record (shown in Figure 4-3 on page 127) b. personnel replacement charts (sample shown in figure 4-4 on page 128) c. position replacement cards
3. Computerized Information Systems
4. The Matter of Privacy
C. Internal Sources of Candidates
1. Job Posting
2.