1. Tuğberk Kaya tugberk.kaya@neu.edu.tr Near East University Personnel Planning & Recruiting Week 3

2. Recap – Job Analysis ‘The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for.’ What are the products of Job Analysis? 1. Job Description 2. Job Specification

3. Recap - Functions of HR Manager Work activities Human Behaviours Machines, tools, equipment and work aids Performance standards Job context Human Requirements

4. Recap - Importance of Job Analysis Recruitment and Selection Compensation Training Performance Appraisal Discovering Unassigned Duties

5. Recap – Methods The Interview Questionnaires Participant Diary/Log Internet-Based Job Analysis

6. PPR Job analysis defines the duties and human requirements of the company’s job. By using job analysis employers prepare personnel planning & recruit employees.

7. The Recruitment and Selection Process 1. Decide what positions to fill (Personnel Planning & Forecasting) 2. Build a pool of candidates for these jobs (Recruit internal & external candidates) 3. Have candidates complete application forms and perhaps undergo initial screening interviews.

8. The Recruitment and Selection Process 4. Use selection tools like tests, background investigations, and physical exams to identify viable candidates. 5. Decision! Decide who to make an offer to.

9. Personal Planning & Forecasting Personal Planning (PP) is about deciding what positions the firm will have to fill and how to fill them. PP can include all jobs from cleaning staff to CEO. Executive jobs can also be selected by succession planning. Personal Planning should derive from the firm’s strategic plans.

10. Forecasting Personal Needs Simple method; forecast revenue then estimate size of staff required to achieve this sales volume. Trend Analysis: study of a firm’s past employment needs over a period of years to predict future needs. Ratio Analysis: A forecasting technique for determining future staff needs by using ratios between, for example, sales volume and number of employees need. The Scatter Plot: A graphical method used to help identify the relationship between two variables.

11. Drawbacks of techniques 1. Focuses on sales volume and historical sales/personnel relationships. Assume that the firm’s existing structure and activities will continue. They generally do not consider strategic initiatives for future staffing levels. Requires realism and common sense.

12. Forecasting the Supply of Inside Candidates Personnel Replacement Charts: ‘Company records showing present performance and promotability of inside candidates for the most important positions. Position Replacement Cards: ‘A card prepared for each position in a company to show possible replacement candidates and their qualifications.’ Computerized Information Systems

13. Other Methods Gentleman Agreement: Turkcell & Telsim Reed – Graduate Jobs (Head Hunting) Social Media!

14. Importance of Social Media Use Selection Tools like test! Two in five employers look at candidates' online activity or profiles to inform recruitment decisions. 16% of employees used social media to check employers/company’s profile. https://www.youtube.com/watch?v=GwZaNqLK5Hs https://reedglobal.com/en_GB/web/reedgb/hr-connect/-/asset_publisher/modN8hsaJ5g0/content/check-but-don-t- snoop;jsessionid=156899797DC64DD0C22904A7A6EDFD68?redirect=http%3A%2F%2Freedglobal.com%2Fen_GB%2Fweb%2Freedgb%2Fhr- connect%3Bjsessionid%3D156899797DC64DD0C22904A7A6EDFD68%3Fp_p_id%3D101_INSTANCE_modN8hsaJ5g0%26p_p_lifecycle%3D0%26p_p_state%3Dnormal%26p_p_mode %3Dview%26p_p_col_id%3Dcolumn-3%26p_p_col_pos%3D1%26p_p_col_count%3D3 https://reedglobal.com/en_GB/web/reedgb/hr-connect/-/asset_publisher/modN8hsaJ5g0/content/social-media-it-s-so-me;jsessionid=156899797DC64DD0C22904A7A6EDFD68?redirect=http%3A%2F%2Freedglobal.com%2Fen_GB%2Fweb%2Freedgb%2Fhr- connect%3Bjsessionid%3D156899797DC64DD0C22904A7A6EDFD68%3Fp_p_id%3D101_INSTANCE_modN8hsaJ5g0%26p_p_lifecycle%3D0%26p_p_state%3Dnormal%26p_p_mode%3Dview%26p_p_col_id%3Dcolumn-3%26p_p_col_pos%3D1%26p_p_col_count%3D3

15. Would you check social media accounts of the candidate? Would you check Facebook or LinkedIn? Why?

16. Next Week: Prepare a curriculum vitae (CV) Social Media: Set up a LinkedIn Profile

17. References Dessler, G. (2008) Human Resource Management. 11 th edn. Harlow: Pearson Education Ltd Guest, D. (1987), “Human resource management and industrial relations”, Journal of Management Studies, Vol. 24 No. 5, pp. 503-21. DOI: http://dx.doi.org/10.1108/17410400810867508 http://dx.doi.org/10.1108/17410400810867508 Mondy, R. (2005) Human Resource Management. Harlow: Pearson Education Ltd

18. Any Questions? tugberk.kaya@neu.edu.tr tugberk.kaya@neu.edu.tr