LEARNING OBJECTIVES
1. Describe strategic recruitment decisions.
2. Identify reasons for internal recruitment.
3. Identify reasons for external recruitment.
4. Identify external recruitment best practices.
5. Describe techniques for recruiting for a diverse workforce.
6. Describe procedures for tracking applicants with HR information systems.
7. Explain the person/job and person/organization fit.
8. Calculate important recruitment metrics
9. Describe the factors to be considered during a job analysis
10. Discuss the pros and cons for the various job analysis methods.
11. List the two primary outcomes from a job analysis.
12. Give an example of how job analysis is used for recruiting and selection.
13. Identify the elements of a job description.
14. Create a job analysis for a given scenario.Workforce planning is the HR function that links workforce strategies with the strategic goals and objectives of the organization. Workforce planning is about forecasting staffing needs, helping to ensure that the organization has the right number of employees, with the right skills, at the right time. Because workforce planning projects future human capital needs and determines how to strategically fill those needs, workforce planning is often referred to as HR planning, succession planning, human capital planning, and/or talent management.
Purpose of Human Resource Management
- To meet the future needs for skilled employees through effective recruiting, training and development.
- To comply with laws and regulations that mandate planning (e.g., affirmative action).
- To align the organization's goals with the goals of individual units, job requirements and employees.
- To coordinate HR programs to recognize resource constraints while still achieving organizational goals.
The Society for Human Resource Management defined workforce planning as "the strategic alignment of an organization's human capital with its business direction" (SHRM HR Q&As, 2012). Thus, workforce planning
1. identifies the gaps between the future needs of the organization and the structure of the current organization, and
2. identifies skills that the organization doesn't currently have, but will soon require.
Purpose and Stages of Workforce Planning
As has been discussed, workforce planning is the process of developing and implementing plans and programs to ensure that the right number and type of individuals are available-at the right time and place-to meet organizational needs. Because any effective human resource management program helps the organization achieve its strategic goals, workforce planning is one of the fastest growing and most important areas of human resource management. While workforce planning may have, at one time, been one of those weather-like corporate activities that everyone talked about but nobody acted on, demographic and business exigencies, along with the new economy, have pushed workforce planning to the forefront of most HR programs.
As new technologies such as state-of-the-art information systems, robots, and office automation are introduced into the workplace, workforce planning will be used to answer questions such as the following:
- How can organizations assimilate technology into the workplace?
- What impact do these new technologies have on job design?
- Which skills are needed by the firm?
Workforce planning is also concerned with the challenges of the aging workforce, unemployment, and the economic impact of shifting from a manufacturing to a service economy.
Part -1:
Scenario:
You are the newly appointed director of human resource management for the police department of a city in the northeastern United States. Your organization has struggled to hire new police officers for some time. Your predecessor attempted to increase recruitment and selection of new officers by implementing an employee referral plan. However, the number of new officers hired through referrals has fallen short of hiring goals. The need for police officers intensified when your city's newly elected mayor promised to lower crime by increasing the number of police patrols in high-crime areas. The police department has met the need for increased patrols by assigning existing police officers additional hours and paying overtime wages. As the number of hours worked and overtime payments increased over time, this practice-originally intended to be a short-term remedy-attracted unwanted attention.
A front-page article in your city's newspaper has revealed that three police officers earned higher annual salaries than the mayor, due to excessive overtime. Stung and embarrassed by this disclosure, the mayor fired your predecessor and put you in his place. Both the mayor and your boss have given orders to "reduce overtime by hiring new police officers immediately!" This mandate requires you to plan and implement new strategies to hire 25 new police officers.
Fortunately, the former director of human resources left behind several documents that will help you perform these tasks. Refer to the following documents as directed when you perform the requirements below: (1) "Memo on Proposed Employee Referral Plan," (2) "Job Description of City Police Officers," and (3) "Data on Recruitment Sources and Methods."
Requirements:
Create a report (suggested length of 5-10 pages) in which you address the following:
A. Analyze factors in the internal and external labor market that influence the supply of and demand for police officers by doing the following (refer to the scenario above and the attached "Memo on Proposed Employee Referral Plan" to complete these tasks):
1. Discuss three factors that are influencing labor demand.
2. Discuss three factors that are influencing labor supply.
B. Design a recruitment plan for police officers by doing the following (refer to the task attachments and your knowledge of best practices to complete these tasks):
1. Identify three recruitment objectives for your organization.
2. Develop a recruitment strategy for attracting job applicants by doing the following:
a. Determine the size of the applicant pool needed to produce 25 viable candidates (job offer-ready) using yield ratios and the recruitment data in the attached "Data on Recruitment Sources and Methods."
b. Recommend two types of individuals who should be targeted for recruitment (i.e., the target groups listed in the attached "Data on Recruitment Sources and Methods").
i. Justify your recommendation.
c. Describe two effective methods for reaching each target group.
C. Design a selection plan for police officers by doing the following:
1. Recommend three appropriate selection methods for all target candidates.
a. Justify each of your three recommendations.
2. Describe two selection tests you will use to assess a candidate's suitability for the job of police officer.
3. Identify two background verification checks that should be used in the selection process including the following:
- type of check
- when the check should be conducted in the selection process
4. Discuss four methods of evaluating the overall effectiveness of your recruitment and selection plans.
D. When you use sources to support ideas and elements in a paper or project, provide acknowledgement of source information for any content that is quoted, paraphrased or summarized. Acknowledgement of source information includes:
- Author
- Date
- Title
- Location of information (e.g., publisher, journal, or website URL)
Note: For definitions of terms commonly used in the rubric, see the Rubric Terms web link included in the Evaluation Procedures section.
Note: The use of APA citation style is encouraged but is not required for this task. Evaluators will offer feedback on the acknowledgement of source information but not with regard to conformity with APA or other citation style. For tips on using APA style, please refer to the APA Resources web link found under General Information/APA Guidelines in the left-hand panel in Taskstream.
Note: No more than a combined total of 30% of a submission can be directly quoted or closely paraphrased from outside sources, even if cited correctly.
Part -2:
Scenario:
You are the newly appointed director of human resource management for the police department of a city in the northeastern United States. Your organization has struggled to hire new police officers for some time. Your predecessor attempted to increase recruitment and selection of new officers by implementing an employee referral plan; however, the number of new officers hired through referrals has fallen short of hiring goals. The need for police officers intensified when your city's newly elected mayor promised to lower crime by increasing the number of police patrols in high-crime areas. The police department has met the need for increased patrols by assigning existing police officers additional hours and paying overtime wages. As the number of hours worked and overtime payments increased over time, the practice-originally intended to be a short-term remedy-attracted unwanted attention. A front-page article in your city's newspaper has revealed that three police officers earned higher annual salaries than the mayor, due to excessive overtime. Stung and embarrassed by this disclosure, the mayor fired your predecessor and put you in his place. Both the mayor and your boss have given orders to "reduce overtime by hiring new police officers immediately!" The mayor's mandate to cut the overtime of currently employed police officers has created an employee relations problem. Officers on the city's police force have worked extra hours for so long that the extra overtime pay is now perceived as an entitlement. Some police officers have assumed loans or increased living expenses in the expectation that the opportunity to earn overtime pay would continue. The officers are now unhappy that their ability to earn overtime pay will be greatly reduced (by the hiring of new police recruits) and are upset by the manner in which they learned about city management's decision to cut overtime pay. Representatives of the officer's union have responded with the attached "Memo on Police Officers' Reaction to Planned Cuts in Overtime Pay." You must manage the current conflict between the police officers and city management and try to prevent future conflicts by developing a workplace culture that creates a positive work environment for employees and management. You will also revise job descriptions and selection procedures using the attached "Job Description of City Police Officers" to make managing workplace conflict a required job competency.
Requirements:
Create a report (suggested length of 3-5 pages) in which you discuss strategies for managing conflict caused by cuts in overtime pay.
A. Discuss three causes of workplace conflict between the city's police officers and city management in the current situation.
B. Discuss two possible short-term outcomes if the conflict is not resolved.
C. Discuss two possible long-term outcomes if the conflict is not resolved.
D. Discuss three possible actions for resolving the current conflict about overtime pay.
E. Design a plan to create a more positive work culture in the city's police department by doing the following:
1. Discuss two basic components of a work culture that prevent negative conflict.
2. Create two new specifications for the "required" section of the attached "Job Description of City Police Officers" that relate to a candidate's ability to effectively manage workplace conflict.
3. Create three situational interview questions designed to illuminate a job candidate's competency in managing workplace conflict.
F. Explain two methods of evaluating improvements in employee relations in the city police department.
G. When you use sources to support ideas and elements in a paper or project, provide acknowledgement of source information for any content that is quoted, paraphrased or summarized. Acknowledgement of source information includes:
- Author
- Date
- Title
- Location of information (e.g., publisher, journal, or website URL)
Note: For definitions of terms commonly used in the rubric, see the Rubric Terms web link included in the Evaluation Procedures section.
Note: The use of APA citation style is encouraged but is not required for this task. Evaluators will offer feedback on the acknowledgement of source information but not with regard to conformity with APA or other citation style. For tips on using APA style, please refer to the APA Resources web link found under General Information/APA Guidelines in the left-hand panel in Taskstream.