人力资源管理第五章人员规划与招募课件.ppt
第5章 人员规划和招募,Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall,43,我们学到哪了,What do you think from the pictures？,Introduction Case,Cheese Cake Factory,? Summarize the passage,Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall,56,Understand the methods of personnel planning.Explain and give examples for the need for effective recruiting.List the steps in the recruitment and selection process.Name and describe the main internal sources of candidates.List and discuss the main outside sources of candidates.Develop a help wanted ad.Make Interview.,LEARNING OUTCOMES,Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall,57,理解人员规划的方法。2. 解释并举例说明进行有效招募的必要性。3. 列举招募和甄选过程中的每一个步骤。4. 说出从内部寻找候选人的主要渠道并讨论。5. 列举并讨论外部求职者的主要来源。设计一份招募广告。模拟面试。,学习目标,Methods of human resource planning,Develop a help wanted ad,ProcessMain sources of candidates,Key Point,Develop a help wanted ad,人力资源规划的方法,招募广告的制作,招募和筛选流程、招募的渠道,重点,1. Gary Dessler，Human Resource Management（英文版第12版），中国人民大学出版社，2012.2. 雷蒙德A诺伊等，刘昕译，人力资源管理：赢得竞争优势（第7版），中国人民大学出版社，2013.3. 刘昕，人力资源管理（教育部经济管理类核心课程教材），中国人民大学出版社，2012.4. 黄亨煜、郑璇，企业招聘面试实操技术培训教程，机械工业出版社，2009.5. 王丽娟，招聘与录用（教育部经济管理类主干课程教材人力资源管理系列），中国人民大学出版社，2012.,References,Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall,511,Planning and Forecasting,Employment or Personnel PlanningThe process of deciding what positions the firm will have to fill, and how to fill them.Succession PlanningThe process of deciding how to fill the companys most important executive jobs.What to Forecast?Overall personnel needsThe supply of inside candidatesThe supply of outside candidates,Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall,512,计划和预测,雇佣规划人员规划确定企业需要找人填补哪些职位以及如何去填补这些职位空缺的一个过程。继任计划确定如何填补那些对于公司来说最为重要的管理职位的过程。预测什么？整体人员需求内部候选人的供给外部候选人的供给,Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall,513,Forecasting Personnel Needs,Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall,514,人员需求预测,Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall,515,Determining the Relationship Between Hospital Size and Number of Nurses,Note: After fitting the line, you can project how many employees are needed, given your projected volume.,Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall,516,确定医院规模与护士人数之间的关系,注：在找出匹配的直线之后，只要你知道预计的床位数量，你就能估计出自己需要多少员工横轴：医院规模（床位数）纵轴：注册护士人数,Forecasting the Supply of Outside Candidates,经济形势预测：U.S.Congressional Budget Office（美国国会预算办公室网站）www.cbo.gov/showdoc.cfmBureau of Labor Statistics（美国劳工统计局网站）www.bls.gov/news.release/ecopro.toc.htm具体职位预测：O*NETBureau of Labor StatisticsMothly Labor Reviews（每月劳工评论）Occupational Outlook Quarterly（职位展望季刊）,Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall,518,Forecasting the Supply of Inside Candidates,Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall,519,内部候选人供给预测,管理人员接替模型,Recruitment and Selection Process,Building team,Determine sources,Make ad,Release notices,Check application forms,First interview,Tests,Further interview,Physical exams,Backgroundinvestigations,Make final choice,招募和筛选流程,Q1：,Who will be in the teams?,Recruiting Yield Pyramid,Internal,Outside,Sources of Candidates,Book 159-174,Finding Internal Candidates,寻找内部候选人,Outside Sources of Candidates,候选人的外部来源,Famous Online Boards-1,Famous Online Boards-2,Famous Online Boards-3,Other Online Boards-1,Other Online Boards-2,Discussion :,Why would some industries like recruit graduates?/ the experienced?,How to develop a help wanted Ad ?Examples,Ad1,Ad2,Q2：,Which is better? What are the differences between the two Ads?,Title（attractive; clear） Introduction of Company（short） Basic Information of Position（name; number of candidates; work region; etc. ） Responsibilities（brief; understandable; clear） Qualifications（major; language; ability; etc.） Compensation（specific or not) Contact（Person; Tel; Fax; E-mail; Address; Deadline; etc.）,Basic Framework of Ad,标题（吸引人; 清楚易懂） 企业的基本信息（简短、有特色） 职位的基本信息（职位名称; 招聘人数; 工作区域; 等等 ） 职责（简明; 易理解; 清楚） 任职要求（专业; 语言; 能力; 等等.） 薪酬（具体说明 待遇或面议) 联系方式（联系人; 电话; 传真;E-mail; 地址; 截止日期; 等等）,招聘广告的基本框架,Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall,542,Help Wanted Ad that Draws Attention,Chinese Ad,Log in （Choose anyone）www.ChinaHR.com,PracticeNext Time Do It,Carter Cleaning CompanyBOOK P184OrThe Hotel Paris Case BOOK P185,Conclusion,Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall,547,K E Y T E R M S,employment (or personnel) planningtrend analysisratio analysisscatter plotqualifications (or skills) inventoriespersonnel replacement chartsposition replacement cardemployee recruitingrecruiting yield pyramidjob postingsuccession planningapplicant tracking systemsalternative staffingon-demand recruiting services (ODRS) college recruitingapplication form,Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall,548,关键词,雇佣（人员）计划趋势分析比率分析散点分析任职资格（技能）数据库人员替换图职位替换卡员工招募招募产出金字塔职位公告继任计划求职者跟踪系统非常规性配员方式校园招募求职申请表,Homework登录10.0.0.15查看,
