Chat with us, powered by LiveChat ANSWER QUESTIONS IN TEMPLATE ATTACHED. https://www.yo - Study Help
  

ANSWER QUESTIONS IN TEMPLATE ATTACHED. 

Assignment #5 – Chapter 5

Please answer these questions to the best of your ability using the information that you gathered from

reading the chapter, along with information from your own work experience.

1. In your own words, what does personnel planning and recruiting entail? Why is personnel

planning an important function of the human resources department with regards to the organization

as a whole? What are three potential negative outcomes that might happen to a company that does

not do this well? Please explain.

2. Thinking like a manager and knowing the advantages and disadvantages of internal versus external

recruiting, tell me which you would prefer to do when hiring. Pick one or the other. Why did you

choose the one you picked? What might be a few advantages and disadvantages of choosing this

policy? Please explain.

3. Please watch the following video on succession planning at Virgin:

a. Why is succession planning so important for Virgin? Explain.

b. Based on the video, what steps has Virgin taken to ensure a smooth transition to new leadership? Do

you believe that this is a good model that can be used at other organizations? Explain your answer.

1

Human Resource Management: Functions, Applications, Skill

Development by Robert N. Lussier and John R. HendonChapter 5

Recruiting Job Candidates

Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.

Recruiting is the first step in matching actual

employees with specific jobs.

The process should be as efficient as possible

because costs associated with recruiting,

selecting, and training a new employee is often

more than 100 percent of the employee’s

annual salary.

2

Recruiting Job Candidates

Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.

3

Recruiting

Is the process of creating a reasonable pool of

qualified candidates for a job opening.

� Thumb rule: 15-25 people for each opening.

External forces that affect recruiting efforts:

� The labor market.

� Competitors.

� Social and legal environment.

Recruiting Job Candidates

Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.

Recruiting Considerations and Sources

� Under what conditions will the organization recruit
new people?

� What are the organization’s alternatives and when
will it use them?

� Should the organization recruit locally, regionally,
nationally or globally?

� Will the organization recruit from within first or go
outside the organization?

� What primary recruiting sources will provide the
best recruits?

4

Recruiting Job Candidates

Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.

Internal Recruiting

Refers to filling job openings with current

employees or people known by current

employees.

�Sources

� Internal job postings that result in

promotions or lateral moves from within.

� Employee referrals.

5

Recruiting Job Candidates

Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.

Internal Recruiting (continued)

Open recruiting – advertising the job openly
within the organization.

Targeted recruiting – managers privately
nominate workers who they feel can do the job.

Closed recruiting – a hiring manager
communicates the need to fill a job to HR; HR
searches files for people with requisite skills and
qualifications and sends the list to the manager.

6

2

Recruiting Job Candidates

Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.

Internal Recruiting Strategies

Promotability ratings – when these ratings are

included in the annual appraisal process, it can

make internal recruiting more efficient.

Managerial sponsorship – a type of mentoring:

managers must provide sponsorship for

individual employees before they would be

considered for a promotion.

7

Recruiting Job Candidates

Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.

Internal Recruiting: Advantages

� Promotions and requested lateral moves increase
organizational commitment and job satisfaction.

� Applicants become more valuable by learning more
about the “big picture”.

� Applicants show interest in the organization, have
knowledge of operations and processes, and feel
comfortable continuing to work in the company.

� Organization has existing knowledge of applicants.

� Organization can save money.

� Internal is usually faster than external recruiting.

8

Recruiting Job Candidates

Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.

Internal Recruiting: Disadvantages
� Applicant pool is significantly smaller.

� Hiring from within opens another job to fill.

� Employee success in one job doesn’t mean success
in a different job.

� An external candidate may have better qualifications.

� Internal employees may feel entitled to the job
whether or not they are capable and qualified.

� It may create or perpetuate resistance to change or
stifle creativity and innovation because the person is
already immersed in the organization’s culture.

9

Recruiting Job Candidates

Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.

External Recruiting

The process of engaging individuals from the

labor market outside the firm to apply for a job.

�Can be accomplished in an open or targeted

manner, in much the same way as internal

recruiting.

10

Recruiting Job Candidates

Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.

External Recruiting Sources

�Walk-ins.

�Educational institutions.

�Employment agencies.

�Advertising.

11

Recruiting Job Candidates

Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.

External Recruiting: Advantages

� Avoids creating or perpetuating resistance to
change.

� May be able to find individuals with complex skill
sets who are not available internally.

� Can lower training costs for skilled positions by
hiring in someone who already has the requisite
skills.

� Increases organizational diversity.

12

3

Recruiting Job Candidates

Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.

External Recruiting: Disadvantages

� The disruption of introducing different ways of
operating.

� Takes longer and costs more.

� May adversely affect current employees’
motivation and satisfaction due to a perceived
inability to move up in the organization.

� Higher orientation and training costs.

� External hires have no history with the firm.

13

Recruiting Job Candidates

Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.

Major Recruiting Sources

14

Recruiting Job Candidates

Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.

Major

Recruiting

Sources
(continued)

15

Recruiting Job Candidates

Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.

Challenges and Constraints in Recruiting

�Budgetary constraints.

�Organizational policies and image.

�Undesirable Job Characteristics

�Realistic Job Previews (RJP)

�The recruiter – candidate interaction.

16

Recruiting Job Candidates

Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.

Recruiting Evaluation Methods

17

Recruiting Job Candidates

Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.

Recruiting Evaluation Methods (continued)

18

error: Content is protected !!