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ADMS 2600 (99)
Lecture

ADMS 2600 - 4.docx

6 Pages
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Department
Administrative Studies
Course Code
ADMS 2600
Professor
Ron Alexandrowich

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Description
CH. 5 – EXPANDING THE TALENT POOL: RECRUITMENT AND CAREERS Recruiting Talent Externally Recruiting Concept – not hired yet, just trying to fit people who may be qualified for the job Labour Market - Area from which applicants are to be recruited. o Tight market: high employment, few available workers (currently in) o Loose market: low employment, many available workers Factors determining the relevant labour market: - Skills and knowledge required for a job - Level of compensation offered for a job - Reluctance of job seekers to relocate - Ease of commuting to workplace - Location of job (urban or nonurban) - Change in Legislation / company’s policies Advantages of External Recruitment - Ability to find specialized skills - New ideas, new methods Outside sources of recruitment - Advertisement; unsolicited applications; internet recruiting; employee referrals; executive search firms; educational institutions; professional associations; labour unions; public employment agencies; private employment agencies; temporary help agencies; social media (developing own websites to network) - Advertisings are usually dead Employee Referrals - Recruiting people they know to work in the organization - Company rewards them with pay Improving the Effectiveness of External Recruitment EXTERNAL RECRUITMENT 1) Calculate yield ratios 2) Training Recruiters 3) Realistic Job Previews External Recruitment Considerations Yield Ratio: percentage of applicants from a recruitment source that make it to the next stage of the selection process – 100 resumes received, 50 found acceptable = 50% yield Source of Organizational Recruiters - Professional HR recruiters (usually graduated students – less costly) - HR generalists - Work team members Requirements for Effective Recruiters - Knowledge of the recruited job’s requirements and of the organization - Training as an interviewer - Personable and competent to represent the organization Realistic Job Previews (RJP) - Informing applicants about all aspects of the job, including both its desirable and undesirable facets - Positive benefit of RJP: improved employee job satisfaction, reduced voluntary turnover, enhanced communication through honesty and openness, realistic job expectations Recruiting Talent Internally Advantages of a promotion-from-within policy: - Capitalizes on past investments (recruiting, selecting, training, and developing) in current employees. - Rewards past performance and encourages continued commitment to the organization. - Signals to employees that similar efforts by them will lead to promotion. - Decreased socialization costs - Accurate record of past performance. - Lower compensation. Limitations of promotion-from-within policy: - Current employees may lack the knowledge, experience, or skills needed for placement in the vacant /new position - The hazards of inbreeding of ideas and attitudes (“employee cloning”) increase when no outsiders are considered for hiring - The organization is exhausted its supply of viable internal candidates and must seek additional employees in the external job market Methods of Identifying Qualified Candidates - Job posting and bidding - Performance Appraisal  9 box grid - Inventory management talent - Assessment Centre: a process by which individuals are evaluated as they participate in a series of situations that resemble what they might be called on to handle on the job -in basket exercises -leaderless group discussions -role playing (thinking on your feet) -behavioural interviews The Job Search - maximizers -satifiers -validators The Goal: matching individual and organizational needs Career Management –> The Employee’s Role The Organization’s Role Individual and Organizational Goals The Individual’s Goal - Accept responsibilities for your career - Seek information - Set goals - Develop a career plan Priority of organization is to make money The Organization’s Role: Establishing a Favourable Career Development Climate Management Participation -provide top management support - provide collaboration between line managers and HR
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