MAN 404
Human Resource Management
Tuğberk Kaya
[email protected] Near East University
Personnel Planning & Recruiting
Week 3
Recap – Job Analysis
‘The procedure for determining the duties
and skill requirements of a job and the kind of person who should be hired for.’
What are the products of Job Analysis?
1. Job Description
2. Job Specification
Recap - Functions of HR Manager
Work activities
Human Behaviours
Machines, tools, equipment and work aids
Performance standards
Job context
Human Requirements
Recap - Importance of Job Analysis
Recruitment and Selection
Compensation
Training
Performance Appraisal
Discovering Unassigned Duties
Recap – Methods
The Interview
Questionnaires
Participant Diary/Log
Internet-Based Job Analysis
PPR
Job analysis defines the duties and human requirements of the company’s job.
By using job analysis employers prepare
personnel planning & recruit employees.
The Recruitment and Selection Process
1. Decide what positions to fill (Personnel Planning & Forecasting)
2. Build a pool of candidates for these jobs (Recruit internal & external candidates)
3. Have candidates complete application
forms and perhaps undergo initial screening
interviews.
The Recruitment and Selection Process
4. Use selection tools like tests, background investigations, and physical exams to identify viable candidates.
5. Decision! Decide who to make an offer to.
Personal Planning & Forecasting
Personal Planning (PP) is about deciding what positions the firm will have to fill and how to fill them.
PP can include all jobs from cleaning staff to CEO.
Executive jobs can also be selected by succession planning.
Personal Planning should derive from the firm’s
strategic plans.
Forecasting Personal Needs
Simple method; forecast revenue then estimate size of staff required to achieve this sales volume.
Trend Analysis: study of a firm’s past employment needs over a period of years to predict future needs.
Ratio Analysis: A forecasting technique for determining future staff needs by using ratios between, for example, sales volume and number of
employees need.
The Scatter Plot: A graphical method used to help identify the relationship between two variables.
Drawbacks of techniques
1. Focuses on sales volume and historical sales/personnel relationships. Assume that
the firm’s existing structure and activities will continue.
They generally do not consider strategic initiatives for future staffing levels.
Requires realism and common sense.
Forecasting the Supply of Inside Candidates
Personnel Replacement Charts: ‘Company records showing present performance and promotability of inside candidates for the most important positions.
Position Replacement Cards: ‘A card prepared for each position in a company to show
possible replacement candidates and their qualifications.’
Computerized Information Systems
Other Methods
Gentleman Agreement: Turkcell & Telsim
Reed – Graduate Jobs (Head Hunting)
Social Media!
Importance of Social Media
Use Selection Tools like test!
Two in five employers look at candidates' online activity or profiles to inform recruitment decisions.
16% of employees used social media to check employers/company’s profile.
https://www.youtube.com/watch?v=GwZaNqLK5Hs
https://reedglobal.com/en_GB/web/reedgb/hr-connect/-/asset_publisher/modN8hsaJ5g0/content/check-but-don-t-snoop;jsessionid=156899797DC64DD0C22904A7A6EDFD68?redirect=http%3A%2F
%2Freedglobal.com%2Fen_GB%2Fweb%2Freedgb%2Fhr-connect%3Bjsessionid%3D156899797DC64DD0C22904A7A6EDFD68%3Fp_p_id%3D101_INSTANCE_modN8hsaJ5g0%26p_p_lifecycle
%3D0%26p_p_state%3Dnormal%26p_p_mode%3Dview%26p_p_col_id%3Dcolumn-3%26p_p_col_pos%3D1%26p_p_col_count%3D3
https://reedglobal.com/en_GB/web/reedgb/hr-connect/-/asset_publisher/modN8hsaJ5g0/content/social-media-it-s-so-me;jsessionid=156899797DC64DD0C22904A7A6EDFD68?redirect=http%3A%2F%2Freedglobal.com%2Fen_GB%2Fweb%2Freedgb%2Fhr-connect%3Bjsessionid
%3D156899797DC64DD0C22904A7A6EDFD68%3Fp_p_id%3D101_INSTANCE_modN8hsaJ5g0%26p_p_lifecycle%3D0%26p_p_state%3Dnormal%26p_p_mode%3Dview%26p_p_col_id%3Dcolumn-3%26p_p_col_pos%3D1%26p_p_col_count%3D3
Would you check social media accounts of the candidate?
Would you check Facebook or LinkedIn?
Why?
Next Week:
Prepare a curriculum vitae (CV)
Social Media: Set up a LinkedIn Profile
References
Dessler, G. (2008) Human Resource Management. 11th edn. Harlow: Pearson Education Ltd
Guest, D. (1987), “Human resource management and industrial relations”, Journal of Management Studies, Vol. 24 No. 5, pp. 503-21. DOI:
http://dx.doi.org/10.1108/17410400810867508
Mondy, R. (2005) Human Resource Management. Harlow: Pearson Education Ltd
