Documentos de Académico
Documentos de Profesional
Documentos de Cultura
Recruitment
Recruitment involves searching for and obtaining qualified job candidates in such numbers that the organization can select the most appropriate person to fill its job needs.
In addition to filling job needs, the recruitment activity should be concerned with satisfying the needs of the job candidates. Consequently, recruitment not only attracts individuals to an organization, but also increases the chance of retaining them once they are hired.
Sources
promotions transfers and relocations job rotation rehires and recalls
Methods
job posting skills inventories
Job Postings
Job posting: the organization announces position openings through bulletin boards, company publications, and internet/intranet. Some union contracts require job posting to ensure that union members get first choice of new and better positions. Advantages and Problems with Job Postings
Methods
radio and television newspapers and journals computerized services acquisitions and mergers work flow management
Disadvantages
Inbreeding Possible morale problems of those not promoted political?infighting for promotions Requires strong management development program
Disadvantages
May not select someone who will fit May cause morale problems for those internal candidates Longer adjustment or orientation time May bring in an attitude from pervious Company.
200
1,200
Succession Planning
Succession planning refers to the plans a company makes to fill its most important executive positions. It includes the following activities: Analysis of the demand for managers and professionals by company level, function, and skill. Audit of existing executives and projection of likely future supply from internal and external sources. Planning of individual career paths based on objective estimates of future needs and drawing on reliable performance appraisals and assessments of potential.
Succession Planning
Career counseling undertaken in the context of a realistic understanding of the future needs of the firm, as well as those of the individual. Accelerated promotions, with development targeted against the future needs of the business. Performance-related training and development to prepare individuals for future roles as well as current responsibilities. Planned strategic recruitment not only to fill short-term needs but also to provide people for development to meet future needs.
Management Replacement Chart Showing Development Needs of Future Divisional Vice President
Figure 54
Biodata tests are records of past achievements and activities such as what you did in high school.