4人力资源管理之招聘.pptxVIP

第四章 人力资源的获取 ----员工招聘 CHAPTER FOUR ACQUISITION OF HUMAN RESOURCES ----RECRUITMENT;获取/ACQUISITION： RECRUITMENT/员工招聘 LEASE/员工租借 EXCHANGE/员工交流 ;;企业实践中的现实问题;RECRUITMENT/RECRUITING;人员需求预测;那些情况可能引起企业的招聘活动？;招聘工作的新变化; [U.S.A.]Fortune, November 14, 1997: “MBAs Are Hot Again And They Know It” . 文中说：一项对MBA学生所作的调查表 明，当他们对一家公司进行评价的时候，该公司是不是有“内 部晋升”政策是他们的首要考虑因素。 Most organizations try to follow a policy of filling job vacancies above the entry-level position through promotions and transfers.;激励作用：“渗漏效应”和员工的个人职业生涯发展 信号作用：对于员工的心理影响，向员工表明：公司内部存在个人发展机会，个人努力-绩效-个人发展 前期人力资本投资（招募、筛选、培训）的资本化（capitalize on the investment made in recruiting, selecting, training, and developing ) 即：前期投资得到回报 扩展员工的知识、技能，本身是人力资源开发手段之一 能尽快熟悉新工作 选择费用低 有时可以起到保护员工使之不被解雇的作用 ;If an organization’s promotion policy is to have maximum motivational value, employees must be made aware of that policy. The following is an example of a policy statement that an organization might prepare:“Promotion from within” is generally recognized as a foundation of good employment practice, and it is the policy of our company to promote from within whenever possible when filling a vacancy. The job vacancy will be posted for five calendar days to give all qualified full- and part-time personnel an equal opportunity to apply. 基础：内部人事政策的透明性，内部劳动力市场;Limitations of Recruiting from Within;Advantages of Recruiting Outside ;Limitations of Recruiting Outside;;Approach to Recruitment from Within;Approach to Recruitment Outside;201 位HR管理者对九个外部招聘途径的有效性的评价;Employee referrals College/university recruiting Executive search firms (headhunters) Professional associations Want ads Direct applications Private employment agencies Public employment agencies Labor unions;各种招聘途径的质量/效率评价;招聘人数---招聘产出金字塔;???聘实践与企业竞争优势;招聘预算;制定员工招聘计划;招聘的程序：对外程序设计;招聘信息的发布方式;招聘时间的选择;市场领袖薪酬战略 把工作和组织的信息完整、准确、真实地传达给 求职者 公司能提供可供选择的工作安排 提供就业安全感 扩大组织内的职业机会 整个招聘过程的善始善终 招聘者的特质、现实主义态度、影响力 ;招聘中的组织宣传;真实工作预览/Realistic Job Previews;招聘效果评估;招聘者在招聘中的角色和作用;招聘工作中应引