哈佛商学院MBA 授课讲义 Chap005

McGraw-Hill/Irwin©2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.PartTwo:AcquisitionandPreparationofHumanResourcesChapter5-HumanResourcePlanningandRecruitmentChapter6-SelectionandPlacementChapter7-TrainingChapter5©2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.McGraw-Hill/IrwinHumanResourcePlanningandRecruitmentDiscusshowtoalignacompany’sstrategicdirectionwithitshumanresourceplanning.Determinethelabordemandforworkersinvariousjobcategories.Discusstheadvantagesanddisadvantagesofvariouswaysofeliminatingalaborsurplusandavoidingalaborshortage.McGraw-Hill/Irwin©2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.5ChapterHumanResourcePlanningandRecruitmentDescribethevariousrecruitmentpoliciesthatorganizationsadopttomakejobvacanciesmoreattractive.Listthevarioussourcesfromwhichjobapplicantscanbedrawn,theirrelativeadvantagesanddisadvantages,andthemethodsforevaluatingthem.Explaintherecruiter’sroleintherecruitmentprocess,thelimitstherecruiterfaces,andtheopportunitiesavailable.5ChapterMcGraw-Hill/Irwin©2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.StagesinHumanResourcePlanningForecastingLaborDemandLaborSupplyGoalSettingandStrategicPlanningProgramImplementationandEvaluationMcGraw-Hill/Irwin©2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.ForecastingStageofHumanResourcePlanningDeterminingLaborDemandderivedfromproduct/servicedemandedexternalinnatureDeterminingLaborSupplyinternalmovementscausedbytransfers,promotions,turnover,retirements,etc.transitionalmatricesidentifyemployeemovementsovertimeusefulforAA/EEOpurposesDeterminingLaborSurplusorShortageMcGraw-Hill/Irwin©2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.StrategiesforReducinganExpectedLaborSurplusOptionSpeedExtentofHumanSufferingFastFastFastFastFastSlowSlowSlowSlowHighHighHighModerateModerateLowLowLowLow1.Downsizing2.Payreductions3.Demotions4.Transfers5.Worksharing6.Hiringfreeze7.Naturalattrition8.Earlyretirement9.RetrainingMcGraw-Hill/Irwin©2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.StrategiesforReducinganExpectedLaborSurplusOptionSpeedExtentofHumanSufferingFastFastFastSlowSlowSlowSlowHighHighHighHighModerateLowLow1.Overtime2.Temporaryemployees3.Outsourcing4.Retrainedtransfers5.Turnoverreductions6.Newexternalhires7.TechnologicalinnovationMcGraw-Hill/Irwin©2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.DownsizingDownsizingistheplannedeliminationoflargenumbersofpersonneldesignedtoenhanceorganizationalcompetitiveness.Reasonsfordownsizinginclude:needtoreducelaborcoststechnologicalchangesreduceneedforlabormergersandacquisitionsreducebureaucraticoverheadorganizationschoosetochangethelocationofwheretheydobusinessMcGraw-Hill/Irwin©2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.EffectsofDownsizingStudiesshowthatfirmsthatannounceadownsizingcampaignshowworse,ratherthanbetterfinancialperformance.Reasonsinclude:Thelong-termeffectsofanimproperlymanageddownsizingeffortcanbenegative.Manydownsizingcampaignsletgoofpeoplewhoturnouttobeirreplaceableassets.Employeeswhosurvivethestaffpurgesoftenbecomenarrow-minded,self-absorbed,andrisk-averse.McGraw-Hill/Irwin©2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.EarlyRetirementProgramsTheaverageageoftheU.S.workforceisincreasing.Babyboomersarenotretiringearlyforseveralreasons:improvedhealthofolderpeopleafearthatSocialSecuritywillbecutmandatoryretirementisoutlawedManyemployerstrytoinducevoluntaryattritionamongolderworkersthroughearlyretirementincentiveprograms.McGraw-Hill/Irwin©2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.EmployingTemporaryWorkersHiringtemporaryworkershelpseliminatealaborshortage.Temporaryemploymentaffordsfirmstheflexibilityneededtooperateefficientlyinthefaceofswingsindemand.Otheradvantagesinclude:temporaryworkersfreeafirmfrommanyadministrativetasksandfinancialburdenstemporaryworkersareoftentimestestedbyatemporaryagencymanytemporaryagenciestrainemployeesbeforesendingthemtoemployeesMcGraw-Hill/Irwin©2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.OutsourcingandOffshoringOutsourcingisanorganization’suseofanoutsideorganizationforabroadsetofservices.Offshoringisaspecialcaseofoutsourcingwherethejobsthatmoveactuallyleaveonecountryandgotoanother.Tohelpensurethesuccessofoutsourcing:outsourceonlythosejobsthatarerepetitive,predictable,andeasilytrained.Chooseanoutsourcingvendorthatislargeandestablished.Jobsthatareproprietaryorrequiretightsecurityshouldnotbeoutsourced.Itisagoodideatostartsmallandmonitorconstantly.McGraw-Hill/Irwin©2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.AffirmativeActionPlanningItisimportanttoplanforvarioussubgroupswithinalaborforce.Acomparisonoftheproportionofworkersinprotectedsubgroupswiththeproportionthateachsubgrouprepresentsiscalledaworkforceutilizationreview.Thestepsrequiredtoexecuteanaffirmativeactionplanareidenticaltothestepsinthegenericplanningprocessdiscussedearlier.McGraw-Hill/Irwin©2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.TheHumanResourceRecruitmentProcessJobChoiceRecruitmentInfluencesJobChoiceApplicantChar