Management and Organizational Studies 3385A/B Lecture 1: Chapter 1
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Department
Management and Organizational Studies
Course Code
Management and Organizational Studies 3385A/B
Professor
Keller

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WHY RECRUITMENT AND SELECTION MATTER • Best practices are valid, reliable and legally defensible – supported by empirical evidence o Best practices don’t have to be perfect practices • An organizations most important asset  people • Want to find the best person for each position in the organization • Using “best practices” in recruitment and selection adds value to an organization • HR is a broad field o Talent management – an organization’s commitment to recruit, retain and develop the most talented and superior employees ▪ Talen management involves developing an employee’s career across the organization and knowing when suitable positions become vacant in the organization o Human resources information systems – computer-based systems that track employee data, the needs of HR, and the requirements and competencies needed for different position among other functions • Recruitment – the generation of an applicant pool for a position or job in order to provide the required number of candidates for a selection or promotion program o Recruitment is done to meet the management goals and objectives o Must meet legal requirements • Selection – the choice of job candidates from a previously generated applicant pool in a way that will meet management goals and objectives as well as current legal requirements o Selection can be hiring at entry level externally, internal promotions, or lateral transfer of people within the organization and movement of current employees to training and development programs o Hiring people with the right skills or the highest levels of those skills leads to positive economic outcomes for the organization o Hiring a person within the wrong set of skills can lead to a disaster for both the person and the organization • Organizations using effective recruitment and selection practices gain a competitive advantage in the marketplace • Business with good HR practices enjoyed higher profit margins and productivity and employyes are more committed to the organization • External forces: legislative requirements & social/economic environment play an important role in the recruitment and selection process SOCIAL/ECONOMIC FACTORS AFFECTING RECRUIMENT AND SELECTION Global Competition • Canada ranked #12 most globalized country in the world – ranked by KOS Swiss Economic Institute Index • Increasing globalization changes in the level of competition as new players enter international markets and trade barriers between countries are weakened • Important for countries to become more efficient – do this by finding the best, most productive employees through the se of best practices Rapid Advances in Technology and the Internet • Employers now expect new hires to be computer literate • Employers use technology to select best employees • E-recruiting done by the government of Canada  lower recruiting costs, larger pool of candidates, elimination of printing costs and deadlines, immediately track results Changing Workforce Demographics • The working population is getting older with fewer younger workers available o Abolition of mandatory retirement age of 65 – people’s work life increased o Post 65 workers will pose a problem for human resources – how to encourage them to retire? o On the other hand, older workers present a very experienced applicant pool when the number of younger works is decreasing • Workforce is highly educated  64% between 24-65 with a certification, diploma, bachelors or post graduate degree from a trade school, college or university • Canadian workforce is almost gender balanced • Canadian workforce is more culturally diverse than at any other time in Canadian history • Special challenged but also tremendous opportunities emerge from having a workforce that is increasingly diverse in functional expertise, gender, age, and culture • Growing population of people with physical/mental challenges The Economic Context • The state of the economy has a profound effect on staffing • Economic booms bring with them skilled labour shortages so recruitment and retention take on importance and given high priority • Economic slowdowns or recessions generally lead to cutbacks in jobs, pay and benefits o In a slowdown, many qualified people are looking for jobs Type of Organization • The public sect
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