HUMAN RESOURCE PLANNING, RECRUITMENT AND SELECTION, AND SOCIALIZATION
Demand forecasting
is the process by which the human resources department estimates the future quality and number of people required.
Emotional intelligence test
measures the person's ability to understand, regulate, and communicate emotions and to use them to inform thinking.
Curriculum vitae
A clear chronological listing of the whole career of the individual. A brief account of a person's education, qualifications, and previous experience, typically sent with a job application (Doyle 2016).
Biographical information
A method of assessing individuals in which information pertaining to past activities, interests, and behaviors in their lives are recorded.
Private employment agency
According to Presidential Decree No. 1412. Section 1. Articles 13. "__________" means any person or entity engaged in the recruitment and placement of workers for a fee which is charged directly or indirectly, from the workers or employers or both.
Advertisements in Newspapers and Periodicals
Advertisements to recruit personnel are ubiquitous, even though they typically generate less desirable recruits than direct applications or referrals -and do so at greater expense.
Application Forms
An application for employment, job application, or application form usually includes a form or collection of forms that an individual seeking employment, called an applicant, must fill out as part of the process of the process of informing an employer of the applicant's availability and desire to be employed, and persuading the employer to offer the applicant employment.
Extrinsic and Intrinsic Rewards
Because pay is an important job characteristic for almost all applicants, companies that take a "lead-the-market" approach to pay-that is, a policy of paying higher-than-current-market wages have a distinct advantage in recruiting.
Recruiter's Realism
Because the recruiter's job is to attract candidates, there is some pressure to exaggerate the positive features of the vacancy while downplaying the negative features.
Evaluating the Quality of a Source
Because there are few rules about the quality of a given source for a given vacancy, it is generally a good idea for employers to monitor the quality of all their recruitment sources.
Determining Labor Supply
Determining the internal labor supply calls for a detailed analysis of how many people are currently in various jobs categories (or who have specific skills) within the company
Altering Pay and Hours
Firms may have the option of trying to garner more hours out of the existing labor force.
Relocation of the business
For economic reasons, many firms changed the location of where they did business.
Bio-data
Gather background information (e.g., qualification and experience) and personal characteristics that can be used in employee selection.
Employing Temporary Workers
Hiring temporary workers and outsourcing has been the most widespread means of eliminating a labor shortage. Temporary employment afforded firms the flexibility needed to operate efficiently in the face of swings in the demand for goods and services.
Adoption of new technologies
In some organizations, the introduction of new technologies or robots reduces the need for a large number of employees.
RECRUITERS
Knowing that it is the recruiter's job to sell them on a vacancy, some applicants may discount what the recruiter says relative to what they have heard from other sources (like friends, magazine articles, and professors).
Recruiter's Functional Area
Most organizations must choose whether their recruiters are specialists in human resources or experts at a particular job.
Determining labor surplus or shortage
Once forecasts for labor demand and supply are known, the planner can compare the figures to ascertain whether there will be a labor shortage or labor surplus for the respective job categories.
Internal versus External Recruiting: Job Security
One desirable feature of a vacancy is that it provides ample opportunity for advancement and promotion. One organizational policy that affects this is the degree to which the company "promotes from within" -that is, recruits for upper-level vacancies internally rather than externally.
Colleges and Universities
One of the best ways to establish a stronger presence on a campus is with a college internship program. Another way of increasing one's presence on campus is to participate in university job fairs.
Electronic Recruiting
One of the easiest ways to get into "e-recruiting" is to simply use the organization's own web page to solicit applications.
Enhancing Recruiter Impact
Organizations can take steps to increase the impact that recruiters have on those they recruit. First, recruiters can provide timely feedback. Applicants react very negatively to delays in feedback, often making unwarranted attributions for the delays. Second, recruiting can be done in teams rather than by individuals.
Image Advertising
Organizations often advertise specific vacancies
Employment Tests
Paper and pencil test is a method of assessment in which the responses to the questions are evaluated in terms of their correctness
Direct Applicants
People who apply for job vacancy without prompting from the organization.
Referrals
People who are prompted to apply for a job by someone within the organization
Human resources planning
Refers to the planning of human resource functions, or in other words, planning how human resource management will be executed. Is a process that identifies current and future human resources needs for an organization to achieve its goals.
Public Employment Service Office (PESO)
The __________ is a non-fee charging multi-dimensional employment service facility or entity established in all Local Government Units (LGUs) in coordination with the Department of Labor and Employment (DOLE) pursuant to R.A. No. 8759 or the PESO Act of 1999 as amended by R.A. No. 10691.
Forecasting
The attempts to determine the supply of and demand for various types of human resources to predict areas within the organization where there will be future labor shortages or surpluses.
RECRUITMENT
The process by which organizations attract qualified applicants is called ________. involves organizational activities that "influence the number and/or types of applicants who apply for a position and/or affect whether a job offer is accepted"
Employee Screening
The process of reviewing information about job applicants is called
Program Implementation and Evaluation
The programs developed in the strategic choice stage are put into practice in the program implementation stage. A critical aspect of program implementation is to make sure that some individual is held accountable for achieving the stated goals and has the necessary authority and resources to accomplish this goal.
Goal Setting and Strategic Planning
The purpose of setting specific quantitative goals is to focus attention on the problem and provide a benchmark for determining the relative success of any programs aimed at redressing a pending labor shortage or surplus.
RECRUITMENT SOURCES
The sources from which a company recruits potential employees are a critical aspect of its overall recruitment strategy. The type of person who is likely to respond to a job advertised on the Internet may be different from the type of person who responds to an ad in the classified section of a local newspaper.
Weighted Application Forms
These are forms that assign different weights to the various pieces of information provided on a job application (Riggio 2013).
Downsizing
We define downsizing as the planned elimination of large numbers of personnel designed to enhance organizational effectiveness.
Assessment Center
a detailed, structured evaluation of job applicants using a variety of instruments and techniques
Computerized Adaptive Testing
a form of assessment using a computer in which the questions have been pre-calibrated in terms of difficulty, and the examinee's response to one question determines the selection of the next question
Structural Interview
a format for the job interview in which the questions are consistent across all candidate
Situational Interviews
a type of job interview in which candidates are presented with a problem situation and asked how they would respond to it
Unstructured Interview
a way of conducting job interviews in which the questions are different across all candidates
Selection Interviews
are conversations whereby a candidate interacts with one or more people who assess the candidate and decide on whether this person should be offered a job.
Yield ratios
express the percentage of applicants who successfully move from one stage of the recruitment and selection process to the next.
Job Knowledge tests
instruments that assess specific types of knowledge required to perform certain jobs.
Personality Inventories
instruments that measure psychological characteristics of individuals
Personnel policies
is a generic term we use to refer to organizational decisions that affect the nature of the vacancies for which people are recruited.
Outsourcing
is a logical choice when a firm simply does not have certain expertise and is not willing to invest time and effort into developing it.
Inventory
is a method of assessment in which the responses to questions are recorded and interpreted but are not evaluated in terms of their correctness.
Resume
is a one to two-page formal document that lists a job applicant's work experience, education, and skills. A___ is designed to provide a detailed summary of an applicant's qualifications for a particular job (Doyle 2016).
Offshoring
is a special case of outsourcing where the jobs that move actually leave one country and go to another.
Organization socialization
is the process by which an individual makes transition from outsider to organization member
Cognitive ability tests
range from tests of general intellectual ability to tests of specific cognitive skills
warmth
reflects the degree to which the recruiter seems to care about the applicant and is enthusiastic about her potential to contribute to the company.
Mechanical ability tests
standardized tests developed to measure abilities in identifying, recognizing, and applying mechanical principles
Employee Selection
the process of choosing individuals who have relevant qualifications to fill existing or projected job openings.
Cost reduction
the process of decreasing a company's expenses to maximize profits
Integrity test
type of paper and pencil test that purports to assess a test taker's honesty, character or integrity
Work Sample test
used in job skills test to measure applicant's abilities to perform brief examples of important job tasks
Situational Exercises
uses tools that require the performance of tasks that approximate actual work tasks