美國教授在華為某知名高校MBA學(xué)生準備的人力資源講義3

1、hr flowdouglas allen, ph.d.daniels college of businessuniversity of denverthree dimensions ofhuman resource flowin (recruitment and placement)around (career development)out (outplacement, downsizing)deploying peoplethe right person in the right position the first time.the one million dollar decision

2、the hiring decision is often called the one million dollar decision:average u.s. airline industry salary: us$46,000career length: 30 yearstotal salary: us$1.3 millioncosts of poor people deploymentdirect employee costs:salarybonusbenefitsother support costsindirect costs:reduced safetypoor customer

3、servicelow productivitylost opportunitiesinternal management timefrustrationfacilitating inward hr flowhuman resource planningjob analysis and descriptionsrecruitment and selectionhr planning methodsspontaneous replacementindividual succession planningstatistical forecastingsuccession planningceosal

4、ly smith(retire 05)vp mktgjim jonespot1 perf3vp hrxu zheminpot2 perf3vp mfgjose chavezpot3 perf1 director compjim dlaminipot3 perf2statistical forecastingsupplycurrent workforce100-expected attrition (20%)(20)-promotions out (5%) (5)+promotions in (10%) 10=total available: 85demandcurrent workforce1

5、00+forecast sales growth (15%) 15-productivity increase (3%) (3)=total required:112need = 27recruiting yield pyramid(southwest airlines - 1995)124,000external applications38,000interviews5,444hiressource: freiberg and freiberg, 1997criteria for person/job fitskillstechnical and interpersonaltraining

6、educationexperienceattitudenetworkrecruiting sourcesadvertisinginternalreferrals and walk-insinternetcollege recruitingrecruiting servicesemployment agenciestemp agenciesexecutive recruitersemployee leasinginterview pitfallspremature decisionsunfavorable information tends to dominatelack of interviewer familiarity with the jobcontrast effects, stereotypingvisual cueslack of trainingpressure to hireimplications for successful interviewsuse a structured interview guidedelay the decisionfocus on traits that are more accurately evaluatedinvolve job knowledgeable em