os 352 2/19/08 i. exam i guidance. ii. reminder for next class: review and bring notes, text and...
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OS 352 2/19/08
I. Exam I Guidance.
II. Reminder for next class: Review and bring notes, text and class materials for exam review.
III. RecruitmentA. Sources
B. Recruiters
C. EEO considerations
D. Monitoring and evaluation
E. Managing through culture
F. Discussion: Arnold article.
OS 352 Exam I Guidance 20 pts. - Choose 1 / 2 multi-part essays
HR Strategy Recruitment (including HR planning)
20 pts. - Choose 4 / 6 identifications 30 pts. - True / False 30 pts. – Multiple choice **Any class, textbook, articles, & assignment
material may be included on the exam.
Chapter Guidance Chapters 1-5. All content is fair game. I suggest reading the
entire chapters once, and then focus on topics covered on transparencies.
Be sure to review the articles we discussed in class.
Be sure to review all in-class exercises and Exercise 2.
Recruiting Sources
Direct applicants Employee referrals Help-wanted ads Public employment
agencies Private employment
agencies Colleges/universities Electronic recruiting
Company Job sites
+’s -’s
Advantages & Disadvantages of Internal Sources of Applicants
Advantages Morale of promotee Better assessment of
abilities Lower cost for some jobs Motivator for good
performance Have to hire only at entry
level
Disadvantages Inbreeding Possible morale
problems of those not promoted
“Political” infighting for promotions
Requires strong management development program
Advantages & Disadvantages of External Sources of Applicants
Advantages “New blood,” new perspectives Cheaper than training a
professional No group of political supporters
in organization already May bring competitors’ secrets,
new insights Helps meet equal employment
needs
Disadvantages May not select someone
who will “fit” May cause morale
problems for those internal candidates
Longer adjustment or orientation time
May bring in an attitude of “This is the way we used to do it at XYZ Company.”
Recruiters
Individual or team with whom applicants have contact during the recruitment process. Supervisors / Managers Peers HR professionals Other representatives
Realistic Job Previews
Provide descriptive and truthful information about the job and organization
Describe good points and bad points
Benefits: recruiter seems more credible, influences psychological contract
Does not affect future turnover.
Enhancing the Recruiter’s Impact
Recruitment training. Timely feedback. Avoid offensive behavior (!) Recruit with teams. Equity across interviewees – give-aways,
number of interviewers, interviewer attention.
Equal Employment Opportunity Efforts in Recruitment
Jobs widely advertised Statements that employer is an equal
employment opportunity employer Recruitment at a variety of colleges and
universities Monitoring of applicant pools Diverse group of recruiters Support from top management
Monitoring and Evaluation Overall: ensure that recruitment efforts are
achieving HR and organization goals.
Specifically: Cost effectiveness Quality of recruits Retention of recruits Equal employment opportunity