• Differentiate among the types of compensation that firms offer to employees.
• Describe the skills of employees that firms develop.
• Explain how the performance of employees can be evaluated.
5. When a firm attempts to fill job openings with persons it already employs, it is engaging in:
a. intrapreneurship b. internal recruiting c.entrenchment
• For one or two of the tasks, list a skill that the candidate would need.
• Develop a behavioral question for that skill.
Copyright © 2004 South-Western. All rights reserved.*
11–4
Quiz
1. Name
2. One task of human resource planning is recruiting true/false?
3. The overall performance of most employees is based on multiple criteria true/false?
• Internal/external
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11–10
Internal versus External Recruiting
Internal
Recruiting
filling open positions with existing employees whose personalities are known, capabilities and limitations can be assessed. An opportunity for a promotion or more desirable tasks.
• Interview Process
- Applicants’ punctuality, communication skills, attitude and other more detailed information.
• Contacting References
- Offering limited benefits, because only the references who are likely to provide strong recommendations are listed.
11
PPaarrt tIVI: VMaMnagainngaEgminplgoyEeems ployees
11 Hiring, Training & Evaluating
Employees
IntroIdnutcrotidouncttoioBnutsoinBeussi3neess
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Recruiting
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External Recruiting
Filling positions with applicants from outside the firm. May recruit more qualified candidates. Firms don’t have as much information as they do for internal applicants.
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11–2
Key Terms
• bonus
• boycott
• commissions
• compensation package
• employee benefits
• employment test
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11–9
Recruiting
• Goal of recruiting is to ensure an adequate supply of qualified candidates for employment.
➢ Needs may be determined by assessing the firm’s growth trends.
➢ During a temporary increase, the firm can offer overtime to existing workers, hire temporary workers for part-time or seasonal work.
d. precruiting e. focused recruiting
Copyright © 2004 South-Western. All rights reserved.*
11–5
But First, Pert and Gant Charts
• Go to these sites to learn more;
Jeff MaJdefufrM aadura
Learning Goals
• Explain human resource planning by firms.
• Explain how a firm can ensure equal opportunity and the benefits of doing so.
4. The document that specifies credentials necessary to qualify for the job position is a :
a. Job specification b. Job description c. job analysis
d. job evaluation e. performance evaluation
11–14
Hiring Example
• Now you try as a team for one of your company’s positions. Develop a complete analysis for one of your top managers for the PLAN.
• Employment Tests (Optional)
• Physical Examination (Optional)
• Hiring Decision
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Exhibit 11.3&11.4 11–12
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11–8
Human Resource Planning
• Job analysis
– Determining the tasks and the necessary credentials for a particular position
• external recruiting
• human resource manager
• human resource planning
• internal recruiting
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11–3
Key Terms
– Behavioral question – Tell me about a time when you able to identify and communicate a financial risk during budget time?
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11–11
Screening Applicants
• Screening out Unqualified Applicants
- Recruiting software programs eliminate the need for individuals to read and categorize resumes received.
➢ Job specification states the credentials needed to qualify for a position.
➢ Job description states the tasks, duties and responsibilities of a job position.
Copyright © 2004 South-Western. All rights reserved.*
11–7
Forecasting
1. Start with your organization chart 2. Put each organization on an excel
spreadsheet in a column 3. In the top few rows put the number of sales,