HRT 350 Lecture Notes - Lecture 3: Baby Boomers, Temporary Work, Umber

• School: Cal Poly Pomona
• Department: Hospitality Management
• Course: HRT 350
• Professor: Linchi Kwok

Document Summary

Planning and recruiting: planning: anticipating an organization"s business demands and providing the staff to meet. Internal factors: employees postpone retirement, older workforce, less opportunities for young talent, budget cut: retention management, employment brand, voluntary turnover rate reduce by 8, application rate of qualified candidates increased by 25% Forecasting labor demand: bottom-up forecasting, based on manager"s prior experience (estimation of operation costs, depends on manager"s record keeping, top-down forecasting, relies on quantitative, statistical approaches. 91): tracks the supply of internal candidates for positions: how many: succession charts (pg. 92): tracks anticipated employee movement and their level of preparedness: who. Recruiting: recruitment: process of attracting a pool of qualified job candidates, problems, high growth rate of hospitality and service related jobs = high competition for candidates, finding good candidates is difficult, high expectations of customers. Pre-recruiting process: define job requirements, review job analysis. Internal career ladder: motivates other works, know the candidate"s work history, recruitment costs are lower, training costs are lower.