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