1 Chapter Six Recruiting Human Resources

2 Chapter Outline 1.Planning and Recruiting 2.Sources for Recruiting 3.Methods of Recruiting 4.Realistic Job Previews 5.Alternatives to Recruiting 6.Job Choice from the Prospective Employee’s Perspective 7.Evaluating the Recruiting Process

3 Planning and Recruiting

4 招募（ recruiting/ recruitment ） Recruiting –Developing a pool of qualified applicants who are interested in working for the organization and from which the organization might reasonably select the best individual(s) to hire for employment 企業為了吸引具有工作能力及工作動機的 適當人選，激發他們前來應徵的過程.

5 Planning and Recruiting (Business) Planning –For growth strategies –For stability strategies Human Resource Planning – 決定組織對人力資源的需要，並確保有適當 數目的適任人員適時地擔任適當工作的一個 過程. – 滿足現在與未來的人力需求.

6 Human Resource Planning 要瞭解公司的策略. 要瞭解高階主管與功能部門主管的需求. 要瞭解人力資源對企業策略的關連性. 要瞭解人力對目標達成的影響. 將公司的目標轉換成人力資源目標.

7 人力需求預測 影響因素： -- 生產量、銷售量 -- 人員流動率 -- 員工的素質與種類 -- 新產品、服務或新市場 -- 新的管理改變與或者新的技術 ( 提高生 產力 ) -- 財務資源預算

8 Organizational and Individual Goals in Recruiting

9 The Organization’s Goals in Recruiting Develop a pool of qualified applicants Optimize the size of the pool of qualified applicants Attract a talent pool greater than the number of available positions Offer an honest and candid assessment to prospective applicants

10 Job security Financial income Challenging work Promotion opportunities Benefits Idiosyncratic goals ( 個人風格 ) Optimize their personal situations The Prospective Employee’s Goals in Recruiting Individuals Work for Several Reasons

11 Sources for Recruiting

12 Sources for Recruiting Internal recruiting –Looking inside the organization for existing qualified employees who might be promoted to higher-level positions External recruiting –Looking to sources outside the organization for prospective employees

13 Methods of Recruiting

14 Methods for Internal Recruiting Job posting –Vacancies in the organization are publicized through company newsletters, bulletin boards, internal memos, and the firm’s intranet Supervisory recommendations –If an existing employee is particularly well suited for the new job opening the supervisor recommends that individual Union halls Employees who have been laid off

15 Methods for External Recruiting General labor pool –The local labor market from which a firm hires its employees Referral –An individual who is prompted to apply for a position by someone within the organization Direct applicants –Individuals who apply for a position with the organization without any action on the part of the organization

16 Word of mouth Electronic recruiting Advertisements College placement offices Public employment agencies Executive search firms (Headhunter) Private employment agencies Techniques for External Recruiting Techniques for Recruiting

17 Limitations of Electronic Recruiting Many people may apply for a job they are not really qualified for. Staff members have the additional work of sifting through resumes from unqualified people and responding to a lot of s. Differences in access to computers and the Internet may result in fewer diverse candidates. Websites must be well designed and easy to navigate.

18 Realistic Job Previews

19 What Is a Realistic Job Preview? An effective technique for ensuring that a job seekers understand the actual nature of the jobs available to them One method: providing job applicants with an opportunity to observe others performing the work

20 Alternatives to Recruiting

21 Employee leasing Part-time workers Overtime Temporar y employee s Alternatives to Recruiting

22 Job Choice from the Prospective Employee’s Perspective

23 Job Choice from the Prospective Employee’s Perspective Potential employees are attracted to an organization because they believe it can provide valued outcomes. Potential employees are attracted to organizations where they feel they can fit in. Potential employees accept jobs from organizations that the applicant perceives as having similar values and style.

24 Evaluating the Recruiting Process

25 Evaluating the Recruiting Process An effective recruiting process is one that results in a reasonable pool of qualified employees who are available to the organization and from which the organization can hire people whom it wants to perform various jobs.

26 那一種外部招募方法最好 ? 考量招募績效 （吸引多少合格應徵者？錄取比率 ? ） 考量錄用後的成效 （哪種管道找到的人未來在工 作上的表現較好？留任時間 ? ） 考量招募成本 No single best