1. HR Planning and Recruitment Chapter 4

2.  The process of reviewing human resources requirements to ensure that the organization has the required number of employees, with the necessary skills, to meet its goals.

3. 1. Forecasting demand for labour 2. Analyzing labour supply 3. Planning and implementing HR programs to balance supply and demand. Pg 97 the planning model

4.  When labour demand exceeds labour supply  When labour supply exceeds labour demand  When labour demand equals labour supply

5.  Scheduling overtime hours  Hiring temporary workers  Subcontracting  External recruitment  Internal promotions and transfer Performance management, and training and career development play a critical role.

6.  Hiring freeze; reassigning current workers to job openings  Attrition  Incentives to leave  Job sharing  Reducing positions to part-time  Employee layoffs

7.  Vacancies are filled internally through transfers or promotions, or externally by hiring new employees. Performance management, training and career development are critical in achieving balance.

8.  Monitoring; economic conditions; market and competitive trends; government and legislative issues; social issues (healthcare, childcare, and educational priorities); technological changes and demographic trends.

9.  Future human resource needs (demands)  Availability of internal and external candidates (supply)  Planning and implement HR programs to balance supply and demand

10.  Trend Analysis  Ration anaylsis

11.  Nominal Group Technique  Delphi Technique Staffing tables are used depict short-term staffing needs.

12.  Internal - Present employees  External – people in the labour market not currently working for the organization. ◦ Those employed elsewhere ◦ Those unemployed

13.  Skills inventories  Management inventories  Replacement charts  Replacement summaries  Succession planning

14.  Rate of employment  National labour market significant trends that impact.  Local labour markets  Specific occupations Pg 107

15.  Advertising ◦ How ◦ When ◦ Where  Recruiting without advertising ◦ How ◦ When ◦ Where

16.  Head-hunters  Recruiters  Sales  Pros Cons

17.  On-line  Newspaper  Agencies and associations

18.  Tracking ◦ Scoring matrix  Fairness  Email interview questions

19.  Designing the interview questions  Scoring candidate answers  Panels, one on one, mass group interviews

20.  Make sure it is a BFOR  Make sure the test aligns perfectly with the job applying for.  Make sure personality tests are valid and reliable

21.  What to ask  What references might say  Scoring the reference answers

22.  Letter  Vacation  Remuneration  Benefits  Hours of work  Meeting the supervisor

23.  Orientation