Chapter 5 Personnel Planning and Recruiting Quiz

Study Notes

Workforce Planning and Development of a Workforce Plan

Workforce planning, also known as employment or personnel planning, is the process of deciding what positions the firm will have to fill and how to fill them.
It should reflect the company's strategic plans and precede recruitment and selection.
Workforce planning involves identifying the duties and human requirements of each job through job analysis.

Forecasting Personnel Needs (Labor Demands)

Trend analysis involves studying variations in the firm's employment levels over the past few years to forecast future workforce needs.
Ratio analysis is a forecasting technique that determines future staff needs by using ratios between, for example, sales volume and number of employees needed.
Personnel replacement charts show the present performance and promotability for each position's potential replacement.

Forecasting the Supply of Inside Candidates

Markov analysis is a mathematical method that creates a matrix to show the probabilities of employees moving from position to position and being available to fill key positions.

Forecasting the Supply of Outside Candidates

Forecasting workforce availability depends on managers' sense of what's happening in their industry and formal labor market analysis (e.g., the U.S. Bureau of Labor Statistics).
Forecasting specific occupations can be done using sources like the U.S. Bureau of Labor Statistics.

Why Effective Recruiting Is Important

Employee recruiting is finding and/or attracting applicants for the employer's open positions.
Effective recruiting is important because it allows employers to choose the best candidate from a pool of applicants.

Improving Recruitment Effectiveness

Recruiters, sources, and employer "brand" are important for effective recruitment.
Recruiters should be carefully selected and trained in interpersonal skills and basic knowledge about recruiting and EEO laws.
Recruitment sourcing involves determining what recruitment options (e.g., referrals, online ads) are best for the job in question.

Internal Sources of Candidates

Employee referral campaigns are a very important recruiting option, where employees are encouraged to refer friends and colleagues in exchange for prizes or cash awards.
Walk-ins, particularly for hourly workers, can be a significant source of applicants.

Outside Sources of Candidates

Executive recruiters, also known as headhunters, are specialized employment agencies that seek out top management talent for their clients.
Online ads and job posting websites can be used to attract outside candidates.

Description

Test your knowledge on the concepts covered in Chapter 5 of Victoria Kim, Ph.D.'s personnel planning and recruiting guide. The quiz covers topics like workforce planning, effective recruiting strategies, internal and external sources of candidates, employee engagement, creating employment ads, and recruiting a diverse workforce.