chapter 5 personnel planning and recruiting. outlines forecasting methods recruiting methods
Post on 15-Jan-2016
233 views
TRANSCRIPT
![Page 1: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/1.jpg)
Chapter 5
Personnel Planning and Recruiting
![Page 2: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/2.jpg)
Outlines
Forecasting methods Recruiting methods
![Page 3: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/3.jpg)
Personnel Planning 人事規劃亦稱人力資源規劃 (Human Resource Planni
ng, HRP)The process of deciding what positions the com
pany las to fill nad how to fill them組織未來人力供需之分析
![Page 4: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/4.jpg)
13
![Page 5: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/5.jpg)
Steps in Recruitment and Selection Process
Figure 5–1
The recruitment and selection process is a series of hurdles aimed at selecting the best candidate for the job.
06: Selection
![Page 6: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/6.jpg)
Forecasting Personnel Needs
人事需求預測
![Page 7: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/7.jpg)
Forecasting Method 預測方法 Trend Analysis 趨勢分析
The study of a company’s past employment needs over a period of years to predict future needs.
Ratio Analysis 比率分析 Scatter plot 散佈圖 Management Judgment 管理判斷
![Page 8: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/8.jpg)
時間序列分析Time Series Analysis
統計資料按發生時間先後順序予以排列,並從中觀察其變動的趨勢
由時間去推人力需求 時間有四大變動因素
長期趨勢 Trend movement季節性變動 Seasonal movement循環變動 Cyclical movement不規則變動 Irregular movement
![Page 9: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/9.jpg)
Example of Trend Analysis of HR Demand
Figure 4.4
1997 $2,351 14.33 164
1998 $2,613 11.12 235
1999 $2,935 8.34 352
2000 $3,306 10.02 330
2001 $3,613 11.12 325
2002 $3,748 11.12 337
2003 $3,880 12.52 310
2004* $4,095 12.52 327
2005* $4,283 12.52 342
2006* $4,446 12.52 355
BUSINESS LABOR = HUMAN RESOURCES
FACTOR PRODUCTIVITY DEMANDYEAR (SALES IN THOUSANDS) (SALES/EMPLOYEE) (NUMBER OF EMPLOYEES)
*Projected figures
![Page 10: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/10.jpg)
Ratio Analysis 比率分析 總體工作量 / 一個人之工作量 = 所需人力 例 : 總業績要 1000 萬業績,平均一個業務
可做 50 萬,所以需要 1000 萬 /50 萬 =____個人。
不同工作 不同市場 需不同投入精力與時間
![Page 11: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/11.jpg)
迴歸分析 Regression Analysis
由自變數的變化來推估應變數的變化在資料散佈圖上是呈直線或曲線之迴歸。Y=a+bX
由醫院病床 (X) 數推算所需護士人數 (Y)Y=a+bX1+cX2+dX3
由醫院病床 (X1) 、門診科別數 (X2 ) 、 門診開放時間 (X3 ) 推算所需護士人數 (Y)
![Page 12: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/12.jpg)
馬可夫鏈鎖理論Markov Analysis
馬可夫模式可以標示組織成員在某一段期間內,由一個職務調至另一個職務的異動概率
例如 : 2003 年初有 20 名員工在同一職務狀態 ( 如
副理級 ) ,一年後, 20 名有 18 名仍停留在原狀態,另 2 名晉升至經理級,則留任率為_______ ,升任率為 _________
See word file
0.9 0.1
![Page 13: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/13.jpg)
Hypothetical Markov Analysis for a Retail Company
Figure 4.5
![Page 14: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/14.jpg)
Recruiting 招募
![Page 15: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/15.jpg)
13
![Page 16: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/16.jpg)
招募的組織誘因 組織獎酬制度
起薪、調薪頻率、獎金、及福利 生涯發展機會
員工規劃及管理發展使員工在個人或專業成長 組織的名聲或形象
對員工的一般待遇、公司產品與服務的本質與品質、對社會活動的參與
![Page 17: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/17.jpg)
Recruiting Yield Pyramid
Figure 5–6
See word file
![Page 18: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/18.jpg)
Sources of Internal Candidates
Job posting Rehiring Succession planning
![Page 19: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/19.jpg)
Sources of External Candidates
Advertising Employment agencies Temp agencies and alternative staffing Executive recruiters Campus recruiting Walk-ins Via internet
![Page 20: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/20.jpg)
廣 告 :全國性報紙地方性報紙專業期刊廣播與電視
仲介媒合:人力仲介機構臨時僱員獵人頭公司
直接接觸:校園徵才實習 ( 建教合作 )員工推薦現場申請離職的員工
新 方 法:網路徵才
招募有哪些管道 ?How to recruit?
![Page 21: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/21.jpg)
優點:具廣泛性的效果,易招募各類專長人才。適合招募中高階層的管理人員。較有權威感,可增加招募公司的形象。等待期短,可以快速取得應徵者。篇幅具彈性,可以契合招募需求。發行量大,容易被接觸到。
缺點:相對印刷品質較差,難以營造質感。 發行廣泛也使得競爭激烈。 礙於刊登
費用,刊登時效短。
招募有哪些管道 ?廣告 :全國性報紙
![Page 22: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/22.jpg)
![Page 23: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/23.jpg)
優點:容易被區域內應徵者接觸。等待期短,可以快速取得應徵者。篇幅具彈性,可以契合招募需求。招募藍領勞工與基層行政人員的最佳管道。招募成本較低。
缺點:相對而言印刷品質較差,難以營造質感。閱眾不夠廣泛,容易使應徵者忽略廣告。
礙於刊登費用,刊登時效短。
招募有哪些管道 ?廣告: 地方性報紙
![Page 24: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/24.jpg)
![Page 25: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/25.jpg)
優點:易於鎖定專職人員,是招募具特殊專長人員比較好的管道。編輯環境良好,透過高品質的印刷,易於營造質感。生命週期相對較長,可以較長期間曝光,適合「長期招募計劃」。篇幅具彈性,可以契合招募需求。
缺點:作業前置期很長,可能緩不濟急。發行地區廣泛,無法考量地區性需求。
招募有哪些管道 ?廣告: 專業期刊
![Page 26: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/26.jpg)
![Page 27: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/27.jpg)
優點:加深印象,直接吸引聽眾或觀眾。 較富彈性,時效也比印刷廣告來得快。
缺點:受限於成本及時間,內容過於簡潔,較 難發覺真正合乎需求的人才。
招募有哪些管道 ?廣告: 廣播與電視
![Page 28: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/28.jpg)
招募有哪些管道 ?仲介媒合:人力仲介機構
包括「公營就業輔導」及「民營的就業服務」機構 優點:不論對藍領或白領勞工而言都是重要的
求職管道。「民營就業服務機構」愈來愈成為白領階級與管理人員的重要來源。當雇主很難自行招募人才時,其掌握人才庫可以發揮作用。它可以先替雇主把關,篩選人力資源。
缺點:往往面對一些不急著找工作者,興趣缺缺,浪費招募人力。仲介業者篩選可能不夠專業而晉用不當。
![Page 29: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/29.jpg)
仲介機構之類型三種仲介機構之類型 :
1. 政府經營之公立機關• 青輔會、各地職訓中心、勞工局就業服務科、 職
訓局就業服務站 : 三重、板橋、中和2. 非營利機構經營者
• 各協會 : 人資協會、伊甸園3.私人經營的機構
• 104 、 1111 、艾科卡、藝軻 • 高級人才 ( 獵人頭 ) 、臨時人力公司 、員工租借公司
11
![Page 30: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/30.jpg)
← 勞委會就業 服務中心網站
退輔會就業服務網站 →
![Page 31: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/31.jpg)
↑民營仲介機構網站→
![Page 32: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/32.jpg)
招募有哪些管道 ?仲介媒合:臨時僱員
透過人力派遣公司僱用臨時員工 優點:正職人員減少,可使企業組織瘦身。
他們不需享受任何福利,可替公司減省一筆開銷。臨時雇員的僱用,能提高企業整體生產力。可在招募與訓練員工方面,省下許多時間與經費。
缺點:因是臨時性質,較缺乏認同感與忠誠度。雙方都有騎驢找馬的心態,使雇用關係更形薄弱。人力品質沒保障,要靠派遣公司的嚴謹篩選。
![Page 33: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/33.jpg)
![Page 34: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/34.jpg)
招募有哪些管道 ?仲介媒合:獵人頭公司
受雇主委託,專門尋找高階管理人才 優點:「獵人頭公司」人脈眾多,精於聯繫「目前有工
作但不積極換工作」的人才,因此效率很高。對應徵者進行初步篩選,可以節省高階管理人員招募的時間。可以精準尋求專業性、技術性與高階人力。招募過程間接,可以更具有保密性。
缺點:有可能「獵人頭公司」篩選的對象,不盡符合公司需求。「獵人頭公司」可能如同推銷員一般只在乎說服僱用,而不是幫忙找到最合適的人選。
![Page 35: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/35.jpg)
↑獵人頭公司→
![Page 36: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/36.jpg)
招募有哪些管道 ?直接接觸:校園徵才
是招募管理人才、專業人士及技術人力的重要管道 優點:徵才的過程經過塑造,可以提升公司形象
缺點:花費的成本及時間相對較高。若招募準備不足或態度不佳,將不能有效篩選即將畢業的人才。
![Page 37: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/37.jpg)
校園徵才各顯神通
![Page 38: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/38.jpg)
招募有哪些管道 ?直接接觸:實習 ( 建教合作 )
優點:可以對學生和雇主創造雙贏的局面(學生:有助於磨練職業技能、熟悉面對
職場應有的態度、認識自己的專長與興趣。雇主:充分運用實習人力、評量未來的可能專職人員。)
缺點:若不能重視相互關係,而沒有適當的評核和輔導,則僅會彼此徒留負面印象。
![Page 39: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/39.jpg)
實習—建教合作實況
![Page 40: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/40.jpg)
招募有哪些管道 ?直接接觸:員工推薦
優點:雇主易對應徵者有正確資訊;新進人員也因有熟人領路,可以較早進入狀況。由於專業技術人士彼此多有聯繫,故容易因此尋獲所需的專業人力。透過員工推薦,人力取得成本相對較低。
缺點:容易在員工之間產生歧視情緒,也容易形成派系小圈圈。推薦成功與否,很可能影響該員工的情緒與士氣。
![Page 41: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/41.jpg)
招募有哪些管道 ?直接接觸:現場申請
優點:不需技術專業的低階人力,可以直接、低成本的快速取得。
缺點:受限於僅為點的接觸,招募來源不夠廣泛。
![Page 42: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/42.jpg)
現場申請
![Page 43: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/43.jpg)
招募有哪些管道 ?直接接觸:離職的員工
優點:由於彼此已經認識,比較不會有任用新人的風險。由於熟悉工作環境,可以很快進入狀況,適應期較短。同事之間的人際互動可以快速產生默契,促使工作順暢。可以因此簡省新進人員訓練費用。
缺點:離職必有原因,若離職原因未排除或改變,則很容易再次產生異動。普遍任用曾經離職的員工,對於忠誠、資深員工容易打擊士氣。
![Page 44: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/44.jpg)
招募有哪些管道 ?新方法:網路徵才
優點:低成本而廣泛接觸應徵者,符合成本效益。可以很快獲得回應,較具即時性。網路張貼成本低廉,而且可以自行控制張貼內容,因此有效性較高。可以設計製作能預先篩選測驗的廣告,使招募過程更加自動化。
缺點:可能因爲應徵容易而收到過多無效的回覆。由於網路無遠弗屆,應徵者的距離可能過遠而不適合。
![Page 45: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/45.jpg)
![Page 46: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/46.jpg)
![Page 47: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/47.jpg)
Discussion
Pros. And cons. of the internal recruitment and external recruitment
請討論內部招募與外部招募的優、缺點。
![Page 48: Chapter 5 Personnel Planning and Recruiting. Outlines Forecasting methods Recruiting methods](https://reader035.vdocuments.site/reader035/viewer/2022062217/56649d4a5503460f94a2733d/html5/thumbnails/48.jpg)
A: 內部招募 – Advantage ( 優點 ): 1. 對公司內部員工有激勵作用 2. 員工已了解公司文化及制度 3. 招募成本較低 Disadvantage ( 缺點 ): 1. 缺乏創新力 2. 較富私心 3. 人情包袱 ( 管理問題 ) 外部招募 – Advantage ( 優點 ): 1. 專業人才多 2. 可塑性高 3. 較有活力 4. 刺激內部員工 Disadvantage ( 缺點 ): 1. 流動率 ( 離職率 ) 相對提高 2. 招募成本較高 3. 適應期長 4. 較難融入公司企業文化 5. 較易形成對立
內部招募與外部招募的優缺點為何 ?