Chapter 12

 Attract  Develop a Quality Work Force  Maintain

 Human Resources Planning  Recruitment:  Internal - Interviews  Advantages: less expensive, well established track record,  Builds loyalty & motivates  External - Advantages: fresh ideas, specialized expertise/experience Advertising Interviews Tests Reference Checks

 Application - resume  Interview – decision made in first 30 seconds  Testing – spelling, psychological, spacial  Reference checks – not done on local Police Chief  physical exam, analysis & decision

 ISSUES VARIATIONS IN RECRUITMENT:  APPLICATIONS VERSUS RESUMES:  ITS A QUESTION OF WHO “CONTROLS: THE INFORMATION!  USE OF EXTERNAL RECRUITMENT/STAFFING PRIVATE SECTOR FIRMS.  THESE FIRMS ARE ALSO CALLED “HEADHUNTERS” AND USUALLY USED TO HIRE KEY SENIOR PERSONNEL.  WHAT INFORMATION CAN AND CANNOT BE ASKED AND/OR GATHERED.

 Training/Orientation  take 2 hours or a week; familiarize you with job, coworkers, culture, policies/procedures, key personnel, job expectations  Socializing: “learning the ropes”  On the Job  Rotation  Performance Management Coaching Mentoring Modeling

 Career Development  Work Life Balance  Retention/Turnover  Promotion, transfer, retirement, termination  Compensation : Wages, Benefits  Labour Unions: Collective Bargaining

 THE HR PLAN IS AN OPERATIONAL PLAN BASED ON THE ORGANIZATIONS OVERALL STRATEGIC PLAN AND THE DIRECTIONS IT HAS SET.  THE PLAN ATTEMPTS TO RELATE PRESENT AND FUTURE STAFFING NEEDS TO OVERALL CORPORATE PURPOSE.

 IN LARGE ORGANIZATIONS, SPECIAL “JOB ANALYSTS” EXAMINE:  ACTUAL AND RELATED WORK TASKS;  JOB STANDARDS AND CONTRIBUTIONS TO THE ORGANIZATION;  TECHNOLOGIES REQUIRED;  WORKING CONDITIONS:  OTHER “TANGIBLES” (E.G., IMPACT ON ORGANIZATION OF DECISIONS MADE);  PERSONAL REQUIREMENTS NEEDED (E.G., EDUCATION, EXPERIENCE, MUST HAVE CAR, ETC)

 THE JOB ANALYSIS PRODUCES AT LEAST THREE DOCUMENTS:  THE JOB DESCRIPTION (DUTIES, RESPONSIBILITIES, ETC);  JOB SPECIFICATION (THE NECESSARY, EDUCATION, SKILLS, EXPERIENCE, ETC);  JOB STANADARDS AND EVALUATION: TO EVALUATE THE JOB FOR PAY PURPOSES AND ON-GOING APPRAISAL.

 INITIAL INTERVIEW (TO FILL OUT AN APPLICATION)  A SERIES OF INTERVIEWS BY DIFFERENT LEVEL MANAGERS;  A FORMAL AND INTENSIVE SELECTION INTERVIEW THAT MAY LAST 45 MINUTES TO AN HOUR.  THIS MAY BE FOLLOWED UP BY A “SHORT- LIST” SECOND SET OF INTERVIEWS.