HRM200 Chapter Notes - Chapter 6: Employer Branding, Nepotism, Human Capital

• School: University of Waterloo
• Department: Human Resources Management
• Course: HRM200
• Professor: Katrina Di Gravio

Document Summary

Human capital theory: accumulating firm specific knowledge/experience by both employer/employee in a long term relationship. Recruitment: attracting qualified applicants by identifying a position and filling it based on resumes/application forms. Organization"s image based on the benefits of being employed there (including recruitment process with website/acknowledgement/greeting/interviewer knowledge) 1: define the target audience (where they are, what they want) 2: develop a value proposition (why a more attractive employer) Forms: standard, compared candidates, specific, sample of work (reference check, true information) 1: biographical information bank: background, experiences, preferences predicts job success. 2: online: reduces loss, increases exposure, reduces personal bias. Job posting: notifying current employees about vacant positions. Hr records: reviewing information on employees to identify candidates for openings. Advantages: more qualified candidates, diverse applicant pool, acquiring new skills/ideas, eliminating employee rivalry, hiring qualified candidates reduces training costs. Consider: job type (affecting recruitment), yield ratios (conversation %), time lapse data (from application to new hire)