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1、Copyright?2011 Pearson Education,Inc.,publishing as Prentice Hall,Chapter 5,Personnel Planning,and Recruiting,Part Two|Recruitment and Placement,Copyright?2011 Pearson Education,Inc.,publishing as Prentice Hall,Part Two|Recruitment and Placement,第,5,章,人员规划和招募,大家好,5,Copyright?2011 Pearson Education,I
2、nc.publishing as Prentice Hall,4,3,我们学到哪了,第,1,3,章,人力资源管理导论，公司战略规划,我们处在什么样的行业中？,我们的竞争基础是什么？,为了实现我们的战略目标，我们的员工需要具备哪些特征和技能？,第,4,章,职位分析,第,8,章,员工培训,与开发,第,11,12,13,章,薪酬管理,第,17,18,章,全球化和,创业型企,业中的人,力资源管,理,第,9,10,章,绩效管理,与绩效评,价、教练,辅导、职,业生涯与,人才管理,第,6,7,章,员工测试,与甄选、,面试,第,5,章,人员规,划与招,募,第,2,14,15,16,章,公平就业机会和相关法律、
3、,HRM,中的道德、公正和公平对待问题、劳资关系和集体谈判、员工安全与健康,Copyright?2011 Pearson Education,Inc.publishing as Prentice Hall,What do you think,from the pictures,？,Copyright?2011 Pearson Education,Inc.publishing as Prentice Hall,Introduction Case,?,Summarize the passage,Copyright?2011 Pearson Education,Inc.publishing as P
4、rentice Hall,5,6,1.,Understand the methods of personnel planning.,2.,Explain and give examples for the need for effective,recruiting.,3.,List the steps in the recruitment and selection,process.,4.,Name and describe the main internal sources of,candidates.,5.,List and discuss the main outside sources
5、 of,candidates.,6.,Develop a help wanted ad.,7.,Make Interview.,LEARNING OUTCOMES,Copyright?2011 Pearson Education,Inc.publishing as Prentice Hall,5,7,1.,理解人员规划的方法。,2.,解释并举例说明进行有效招募的必要性。,3.,列举招募和甄选过程中的每一个步骤。,4.,说出从内部寻找候选人的主要渠道并讨论。,5.,列举并讨论外部求职者的主要来源。,?,设计一份招募广告。,?,模拟面试。,学习目标,Methods of human resourc
6、e planning,Develop a help wanted ad,ProcessMain sources of candidates,Key Point,Develop a help wanted ad,Difficult Point,人力资源规划的方法,招募广告的制作,招募和筛选流程、招募的渠道,重点,招募广告的制作,难点,1.Gary,Dessler,，,Human Resource Management,（英文版,第,12,版），中国,人民大学出版社，,2012.,2.,雷蒙德,A,诺伊等，刘昕译，,人力资源管理：赢得竞争优势,（第,7,版），,中国人民大学出版社，,2013.,3
7、.,刘昕，,人力资源管理,（教育部经济管理类核心课程教材），中国人民大,学出版社，,2012.,4.,黄亨煜、郑璇，,企业招聘面试实操技术培训教程,，机械工业出版社，,2009.,5.,王丽娟，,招聘与录用,（教育部经济管理类主干课程教材,人力资源管理系,列），中国人民大学出版社，,2012.,References,大家好,5,11,?,Employment or Personnel Planning,?,The process of deciding what positions,the firm will have to fill,and how to fill,them.,?,Succe
8、ssion Planning,?,The process of deciding how to fill the,companys most important executive jobs.,?,What to Forecast?,?,Overall personnel needs,?,The supply of inside candidates,?,The supply of outside candidates,Copyright?2011 Pearson Education,Inc.publishing as Prentice Hall,5,12,计划和预测,?,雇佣规划,人员规划,
9、?,确定企业需要找人填补哪些职位以及如何去,填补这些职位空缺的一个过程。,?,继任计划,?,确定如何填补那些对于公司来说最为重要的,管理职位的过程。,?,预测什么？,?,整体人员需求,?,内部候选人的供给,?,外部候选人的供给,大家好,5,13,Trend analysis,Ratio analysis,Forecasting Tools,Scatter plotting,Copyright?2011 Pearson Education,Inc.publishing as Prentice Hall,5,14,趋势分析,比率分析,预测工具,散点图,大家好,5,15,Determining th
10、e Relationship Between Hospital Size and Number of Nurses,Note:,After fitting the line,you can project how many,employees are needed,given your projected volume.,Copyright?2011 Pearson Education,Inc.publishing as Prentice Hall,5,16,确定医院规模与护士人数之间的关系,注：在找出匹配的直线之后，,只要你知道预计的床位数量，,你就能估计出自己需要多少,员工,横轴：医院规模
11、（床位数）,纵轴：注册护士人数,Copyright?2011 Pearson Education,Inc.publishing as Prentice Hall,Forecasting the Supply of Outside Candidates,经济形势预测：,?,U.S.Congressional Budget Office,（美国国会预算办公,室网站）,?,Bureau of Labor Statistics,（美国劳工统计局网站）,具体职位预测：,?,O*NET,?,Bureau of Labor Statistics,?,Mothly Labor Reviews,（每月劳工评论）
12、,?,Occupational Outlook Quarterly,（职位展望季刊）,大家好,5,18,Forecasting the Supply of,Inside Candidates,Personnel replacement,chartsposition,replacement card,Manual,systemsComputerized,skills inventories,Qualification,Inventories,Copyright?2011 Pearson Education,Inc.publishing as Prentice Hall,5,19,内部候选人供给预
13、测,人员替代图,职位替代卡,任职资格数据库,（人工,、计算机化的,技能数据库,）,任职资格数据库,Copyright?2011 Pearson Education,Inc.publishing as Prentice Hall,总裁,人事副总裁,王兵,张敏,刘永,?,?,X,行政副总裁,李红,张虎,田明,?,?,X,X,营销副总裁,胡中,?,赵云,马龙,?,?,X,财务副总裁,罗虎,?,丁一,?,X,总经理,王海,?,程军,李宁,?,X,总经理,林绮,?,X,总经理,范伟,X,?,苏江,王永,?,人事经理,杨永,田敏,江清,?,X,财务经理,姚江,?,文杰,万东,?,X,人事经理,黄九,?,孔
14、明,孙强,?,X,财务经理,容新,柴贵,米林,?,?,X,当前绩效,杰,出,良,好,需改进,X,提升潜力,可以提升,需进一步培训,需进一步考察,?,?,说明,家用电脑部,家用电器部,商用电脑部,管理人员接替模型,Recruitment and Selection,Process,Building team,Determine sources,Make ad,Release notices,Check application,forms,First interview,Tests,Further interview,Physical exams,Background,investigations
15、,Make final,choice,招募和筛选流程,组建招聘团队,确定招聘渠道,制定招聘简章,发布招聘信息,申请表,/,履历表,填写与审查,初步面试,正式测试,诊断面试,体检,背景调查,聘用决策,Q1,：,Who will be in the teams?,Recruiting Yield Pyramid,16%,75%,67%,50%,Internal,Outside,Sources of Candidates,Book 159-174,Posting open,job positions,Rehiring former,employees,Hiring-from-Within Tasks
16、,Succession,planning(HRIS),Finding Internal Candidates,寻找内部候选人,公布空余的,职位信息,重新雇用,以前的员工,寻找内部候选人,继任计划,（人力资源信息,系统）,1,2,3,4,5,Advertising,Recruiting via the Internet,Employment Agencies,Temp Agencies and,Alternative Staffing,Offshoring/Outsourcing,6,7,8,9,On Demand Recruiting,Services(ODRS),Executive Recr
17、uiters,College Recruiting,Referrals and Walk-ins,Locating Outside Candidates,Outside Sources of Candidates,候选人的外部来源,1,2,3,4,5,广告,通过互联网招募,就业机构,临时就业机构和非常,规性配员措施,离岸,/,外包,6,7,8,9,即时招募服务机构,高管猎头,校园招募,员工推荐求职者与自,荐求职者,寻找外部候选人,Famous Online Boards-1,Famous Online Boards-2,Famous Online Boards-3,Other Online B
18、oards-1,Other Online Boards-2,Discussion:,Why would some,industries like recruit,graduates,?/,the,experienced,?,How to develop a help,wanted Ad?,Examples,Ad1,Ad2,Q2,：,Which is better?,What are the differences,between the two Ads?,Title,（,attractive;clear,）,Introduction of Company,（,short,）,Basic Inf
19、ormation of Position,（,name;number of,candidates;work region;etc.,）,Responsibilities,（,brief;understandable;clear,）,Qualifications,（,major;language;ability;etc.,）,Compensation,（,specific or not),Contact,（,Person;Tel;Fax;,E-mail;Address;Deadline;etc.,）,Basic Framework of Ad,标题,（吸引人,;,清楚易懂）,企业的基本信息,（简
20、短、有特色）,职位的基本信息,（职位名称,;,招聘人数,;,工作区域,;,等等,）,职责,（简明,;,易理解,;,清楚）,任职要求,（专业,;,语言,;,能力,;,等等,.,）,薪酬,（具体说明,待遇或面议,),联系方式,（联系人,;,电话,;,传真,;E-mail;,地址,;,截止,日期,;,等等）,招聘广告的基本框架,Copyright?2011 Pearson Education,Inc.publishing as Prentice Hall,5,42,Help Wanted Ad that Draws Attention,Chinese Ad,Log in,（,Choose anyon
21、e,）,?,?,?,Practice,Next Time Do It,Carter Cleaning Company,BOOK P184,Or,The Hotel Paris Case,BOOK P185,Copyright?2011 Pearson Education,Inc.publishing as Prentice Hall,Conclusion,大家好,5,47,K E Y T E R M S,employment(or personnel)planning,trend analysis,ratio analysis,scatter plot,qualifications(or sk
22、ills)inventories,personnel replacement charts,position replacement card,employee recruiting,recruiting yield pyramid,job posting,succession planning,applicant tracking systems,alternative staffing,on-demand recruiting services(ODRS),college recruiting,application form,Copyright?2011 Pearson Educatio
23、n,Inc.publishing as Prentice Hall,5,48,关键词,雇佣（人员）计划,趋势分析,比率分析,散点分析,任职资格（技能）数据库,人员替换图,职位替换卡,员工招募,招募产出金字塔,职位公告,继任计划,求职者跟踪系统,非常规性配员方式,校园招募,求职申请表,Copyright?2011 Pearson Education,Inc.publishing as Prentice Hall,Homework,登录,10.0.0.15,查看,Copyright?2011 Pearson Education,Inc.publishing as Prentice Hall,结束,
