Mgmt 340 Spring 2015 Chapter 5 HR Planning and Recruiting

Chapter 5 HR Planning and Recruiting
This chapter describes the process an organization uses to plan and recruit so that there will be
adequate human resources. The steps described are linking business strategies to future needs,
forecasting labor demand and supply, determining in what positions there will exist a labor shortage or
surplus, setting goals regarding future human resource needs, and identifying strategies to solve the
problems of shortages and/or surpluses. The ability to recruit successfully is described as depending
upon personnel policies such as job posting (an internal strategy), level of pay in comparison to the
market, and the extent of job security. The chapter describes sources for recruiting as well as the use of
yield ratios and costs to evaluate the effectiveness of sources. Lastly, the role of the recruiter and how
to enhance his or her impact on the candidate is presented.
Learning Objectives
After studying this chapter, the student should be able to:
Discuss how to align a company's strategic direction with its human resource planning.
Determine the labor demand of workers in various job categories.
Discuss the advantages and disadvantages of various ways of eliminating a labor surplus or
avoiding a labor shortage.
Describe the various recruitment policies organizations adopt to make job vacancies more
List the various sources from which job applicants can be drawn, their relative advantages and
disadvantages, and the methods for evaluating them.
Explain the recruiter’s role in the recruitment process, the limits the recruiter faces, and the
opportunities available.
Below please find specific terms/concepts that you definitely want to know before you open Chapter 5
Quiz for completion
Leading Indicator of labor demand
Transition probability matrix
“Tight” and “Loose” labor markets – (remember, HR defines these from the employer’s perspective,
which is opposite to an applicant’s perspective)
Downsizing, Outsourcing, Offshoring
Affirmative Action Planning
Workforce Utilization Review
Employment at will doctrine
“due process” policies
What are the advantages/disadvantages of recruiting job applicants from within the firm? How about
from the external labor force?
Are anti-poaching agreements legal among employers competing for the same external labor supply?
What does the Social Security Act of 1935 require of people receiving unemployment compensation?
How do we evaluate the quality of varied recruitment sources?
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