Copyright2011PearsonEducation,Inc.Copyright2011PearsonEducation,Inc.publishingasPrenticeHallpublishingasPrenticeHallChapter 5Chapter 5PersonnelPlanningPersonnelPlanningandRecruitingandRecruitingPart Two | Recruitment and PlacementPart Two | Recruitment and PlacementCopyright2011PearsonEducation,Inc.Copyright2011PearsonEducation,Inc.publishingasPrenticeHallpublishingasPrenticeHallPart Two | Recruitment and PlacementPart Two | Recruitment and Placement第第5章章 人员规划和招募人员规划和招募Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall43我们学到哪了我们学到哪了第1,3章人力资源管理导论，公司战略规划我们处在什么样的行业中？我们的竞争基础是什么？为了实现我们的战略目标，我们的员工需要具备哪些特征和技能？第4章职位分析第8章员工培训与开发第11,12,13章薪酬管理第17,18章全球化和创业型企业中的人力资源管理第9,10章绩效管理与绩效评价、教练辅导、职业生涯与人才管理第6,7章员工测试与甄选、面试第第5章章人员规人员规划与招划与招募募第2,14,15,16章公平就业机会和相关法律、HRM中的道德、公正和公平对待问题、劳资关系和集体谈判、员工安全与健康What do you think from the pictures？Introduction Case? Summarize the passageCopyright 2011 Pearson Education, Inc. publishing as Prentice Hall561.1.Understand the methods of personnel planning.Understand the methods of personnel planning.2.2.Explain and give examples for the need for effective Explain and give examples for the need for effective recruiting.recruiting.3.3.List the steps in the recruitment and selection List the steps in the recruitment and selection process.process.4.4.Name and describe the main internal sources of Name and describe the main internal sources of candidates.candidates.5.5.List and discuss the main outside sources of List and discuss the main outside sources of candidates.candidates.6.6.Develop a help wanted adDevelop a help wanted ad. .7.7.Make Interview.Make Interview.LEARNING OUTCOMESCopyright 2011 Pearson Education, Inc. publishing as Prentice Hall571.理解人员规划的方法。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。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。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。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。列举并讨论外部求职者的主要来源。6.设计一份招募广告。设计一份招募广告。7.模拟面试。模拟面试。学习目标学习目标Methods of human resource planningDevelop a help wanted adProcessMain sources of candidates Key PointDevelop a help wanted adDifficult Point 人力资源规划的方法人力资源规划的方法招募广告的制作招募广告的制作招募和筛选流程、招募的渠道招募和筛选流程、招募的渠道 重点重点招募广告的制作招募广告的制作难点难点 1. Gary1. Gary DesslerDessler，Human Resource ManagementHuman Resource Management（英文版（英文版第第1212版），中国版），中国人民大学出版社，人民大学出版社，2012.2012.2. 2. 雷蒙德雷蒙德A A诺伊等，刘昕译，诺伊等，刘昕译，人力资源管理：赢得竞争优势人力资源管理：赢得竞争优势（第（第7 7版），版），中国人民大学出版社，中国人民大学出版社，2013.2013.3. 3. 刘昕，刘昕，人力资源管理人力资源管理（教育部经济管理类核心课程教材），中国人民大（教育部经济管理类核心课程教材），中国人民大学出版社，学出版社，2012.2012.4.4. 黄亨煜黄亨煜、郑璇郑璇，企业招聘面试实操技术培训教程企业招聘面试实操技术培训教程，机械工业出版社，机械工业出版社，2009.2009.5. 5. 王丽娟王丽娟，招聘与录用招聘与录用（教育部经济管理类主干课程教材（教育部经济管理类主干课程教材人力资源管理人力资源管理系列）系列），中国人民大学出版社，中国人民大学出版社，2012.2012.ReferencesCopyright 2011 Pearson Education, Inc. publishing as Prentice Hall511Planning and Forecasting Employment or Personnel PlanningEmployment or Personnel PlanningThe process of deciding what positions The process of deciding what positions the firm will have to fill, and how to fill the firm will have to fill, and how to fill them.them. Succession PlanningSuccession PlanningThe process of deciding how to fill the The process of deciding how to fill the companys most important executive companys most important executive jobs.jobs. What to Forecast?What to Forecast?Overall personnel needsOverall personnel needsThe supply of inside candidatesThe supply of inside candidatesThe supply of outside candidatesThe supply of outside candidatesCopyright 2011 Pearson Education, Inc. publishing as Prentice Hall512计划和预测计划和预测 雇佣规划雇佣规划雇佣规划雇佣规划 人员规划人员规划人员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确定企业需要找人填补哪些职位以及如何去确定企业需要找人填补哪些职位以及如何去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填补这些职位空缺的一个过程填补这些职位空缺的一个过程填补这些职位空缺的一个过程。 继任计划继任计划继任计划继任计划确定如何填补那些对于公司来说最为重要的确定如何填补那些对于公司来说最为重要的确定如何填补那些对于公司来说最为重要的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。管理职位的过程。管理职位的过程。管理职位的过程。 预测什么？预测什么？预测什么？预测什么？整体人员需求整体人员需求整体人员需求整体人员需求内部候选人的供给内部候选人的供给内部候选人的供给内部候选人的供给外部候选人的供给外部候选人的供给外部候选人的供给外部候选人的供给Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall513Forecasting Personnel NeedsTrend analysisRatio analysisForecasting ToolsScatter plottingCopyright 2011 Pearson Education, Inc. publishing as Prentice Hall514人员需求预测人员需求预测趋势分析趋势分析比率分析比率分析预测工具预测工具散点图散点图Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall515Determining the Relationship Between Hospital Size and Number of NursesNote: Afterfittingtheline,youcanprojecthowmanyemployeesareneeded,givenyourprojectedvolume.Hospital Size(Number of Beds)Number of Registered Nurses 200240300260400470500500600620700660800820900860Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall516确定医院规模与护士人数之间的关系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）横轴：医院规模（床位数）纵轴：注册护士人数纵轴：注册护士人数Hospital Size(Number of Beds)Number of Registered Nurses 200240300260400470500500600620700660800820900860Forecasting the Supply of Outside Candidates经济形势预测：经济形势预测：U.S.Congressional Budget Office（美国国会预算办公（美国国会预算办公室网站）室网站）www.cbo.gov/showdoc.cfmBureau of Labor Statistics（美国劳工统计局网站）（美国劳工统计局网站）www.bls.gov/news.release/ecopro.toc.htm具体职位预测：具体职位预测：O*NETBureau of Labor StatisticsMothly Labor Reviews（每月劳工评论）（每月劳工评论）Occupational Outlook Quarterly（职位展望季刊）（职位展望季刊）Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall518Forecasting the Supply of Inside CandidatesPersonnel replacement chartsposition replacement cardManual systemsComputerized skills inventoriesQualification InventoriesCopyright 2011 Pearson Education, Inc. publishing as Prentice Hall519内部候选人供给预测内部候选人供给预测人员替代图人员替代图职位替代卡职位替代卡任职资格数据库任职资格数据库（人工（人工 、计算机化的计算机化的技能数据库技能数据库 ）任职资格数据库任职资格数据库总裁总裁总裁总裁人事副总裁王兵 张敏刘永X X X X行政副总裁李红 张虎田明X X X XX X X X营销副总裁胡中赵云马龙X X X X财务副总裁罗虎丁一X X X X总经理王海程军李宁 X X X X 总经理林绮X X X X总经理范伟X X X X苏江王永 人事经理杨永 田敏江清 X X X X 财务经理姚江 文杰万东 X X X X 人事经理黄九 孔明孙强 X X X X财务经理容新 柴贵米林X X X X当前绩效杰 出 良 好需改进X X X X提升潜力可以提升 需进一步培训需进一步考察说明说明家用电脑部家用电器部商用电脑部管理人员接替模型管理人员接替模型Recruitment and Selection Process Building teamDetermine sourcesMake adRelease noticesCheck application formsFirst interviewTestsFurther interviewPhysical examsBackgroundinvestigationsMake final choice招募和筛选流程招募和筛选流程组建招聘团队组建招聘团队确定招聘渠道确定招聘渠道制定招聘简章制定招聘简章发布招聘信息发布招聘信息申请表申请表/履历表履历表填写与审查填写与审查初步面试初步面试正式测试正式测试诊断面试诊断面试体检体检背景调查背景调查聘用决策聘用决策Q1：Who will be in the teams?Recruiting Yield Pyramid16%75%67%50%Internal OutsideSources of CandidatesBook 159-174Posting open job positionsRehiring former employeesHiring-from-Within TasksSuccession planning (HRIS)Finding Internal Candidates寻找内部候选人寻找内部候选人公布空余的公布空余的职位信息职位信息重新雇用重新雇用以前的员工以前的员工寻找内部候选人寻找内部候选人继任计划继任计划（人力资源信息（人力资源信息系统）系统）12345AdvertisingRecruiting via the InternetEmployment AgenciesTemp Agencies and Alternative StaffingOffshoring/Outsourcing6789On Demand Recruiting Services (ODRS)Executive RecruitersCollege RecruitingReferrals and Walk-insLocating Outside CandidatesOutside Sources of Candidates候选人的外部来源候选人的外部来源12345广告广告通过互联网招募通过互联网招募就业机构就业机构临时就业机构和临时就业机构和非常非常规性配员措施规性配员措施离岸离岸/外包外包6789即时招募服务机构即时招募服务机构高管猎头高管猎头校园招募校园招募员工推荐求职者与自员工推荐求职者与自荐求职者荐求职者寻找外部候选人寻找外部候选人Famous Online Boards-1Famous Online Boards-2Famous Online Boards-3Other Online Boards-1Other Online Boards-2Discussion :Why would some industries like recruit graduates?/ the experienced?How to develop a help wanted Ad ?ExamplesAd1Ad2Q2：Which is better? What are the differences between the two Ads?Title（attractive; clear）IntroductionofCompany（short）BasicInformationofPosition（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招聘广告的基本框架Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall542Help Wanted Ad that Draws AttentionChinese AdLog in （Choose anyone）vwww.51job.comvwww.zhaopin.comvwww.ChinaHR.comPracticeNext Time Do ItCarter Cleaning CompanyCarter Cleaning CompanyBOOK P184OrThe Hotel Paris Case The Hotel Paris Case BOOK P185 ConclusionConclusionCopyright 2011 Pearson Education, Inc. publishing as Prentice Hall547K E Y T E R M Semployment(orpersonnel)planningtrendanalysisratioanalysisscatterplotqualifications(orskills)inventoriespersonnelreplacementchartspositionreplacementcardemployeerecruitingrecruitingyieldpyramidjobpostingsuccessionplanningapplicanttrackingsystemsalternativestaffingon-demandrecruitingservices(ODRS)collegerecruitingapplicationformCopyright 2011 Pearson Education, Inc. publishing as Prentice Hall548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 HomeworkHomework登录登录10.0.0.1510.0.0.15查看查看