Managing human resrouce management 5th by snel chapter 5

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Canada Limited.

PowerPoint Presentation by Monica Belcourt, York University and Charlie Cook, The University of West Alabama

Managing Human Resources

Belcourt * Bohlander * Snell 5 th Canadian edition

Expanding the

Talent

Pool: Recruitment

and Careers

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After studying this chapter, you should be able to:

1 Explain the advantages and disadvantages of

external recruitment.

2 Explain the advantages and disadvantages of

recruiting from within the organization.

3 Discuss how job opportunities can be

inventoried and employee potential assessed.

4 Explain how a career development program

integrates individual and organizational needs.

5 Describe the conditions that help make a

career development program successful.

6 Explain why diverse recruitment and career

development activities are important to

companies.

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Area from which applicants are to be recruited

 Tight market: high employment, few available workers

 Loose market: low employment, many available workers

• Factors determining the relevant labour market:

Skills and knowledge required for a job

Level of compensation offered for a job

Reluctance of job seekers to relocate

Ease of commuting to workplace

Location of job (urban or nonurban)

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Outside Sources of Recruitment

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• Pay for performance

• Tailor the program

• Increase visibility

• Keep the data

• Rethink your taboos

• Widen the program

• Measure the results

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Occupational Breakdowns of Temporary Help Agency Placements

Source: Steve Jones, “You’ve Come a Long Way, Baby: What the Staffing Industry Offers Today,” Canadian HR Reporter 14, no 19

(November 5, 2001): 15 © Copyright Canadian HR Reporter, November 5, 2001, by permission of Carswell, Toronto, Ontario

1-800-387-5164 Web: http://www.hrreporter.com Data supplied by Association of Canadian Search, Employment Staffing Services.

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Realistic Job Previews

Calculate Yield Ratios

Calculate Yield Ratios Training Recruiters Training Recruiters

External Recruitment External Recruitment

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External Recruitment Considerations

• Yield Ratio

Percentage of applicants from a recruitment source that make it to the next stage of the selection process

 100 resumes received, 50 found acceptable = 50% yield.

• Cost of Recruitment (per employee hired)

H

NC RB

AF

AC H

SC = + + +

SC = source cost

AC = advertising costs, total monthly expenditure (example: $28,000)

AF = agency fees, total for the month (example: $19,000)

RB = referral bonuses, total paid (example: $2,300)

NC = no-cost hires, walk-ins, nonprofit agencies, etc (example: $0)

Cost to hire one employee = $414

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division of Thomson Canada

Ltd

5–9

External Recruitment Considerations

• Sources of Organizational Recruiters

Professional HR recruiters

HR generalists

Work team members

• Requirements for Effective Recruiters

Knowledge of the recruited job’s requirements and of the organization

Training as an interviewer

Personable and competent to represent the

organization

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Improving the Effectiveness of

External Recruitment (cont’d)

• Realistic Job Previews (RJP)

Informing applicants about all aspects of the job,

including both its desirable and undesirable facets

Positive benefits of RJP

openness

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5–11

Recruiting Talent Internally

• Advantages of a promotion-from-within policy:

Capitalizes on past investments (recruiting, selecting, training, and developing) in current employees

Rewards past performance and encourages

continued commitment to the organization

Signals to employees that similar efforts by them will lead to promotion

Fosters advancement of members of designated

groups within an organization

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Recruiting Talent Internally (cont’d)

• Limitations of a promotion-from-within policy:

Current employees may lack the knowledge,

experience or skills needed for placement in the

vacant/new position

The hazards of inbreeding of ideas and attitudes

(“employee cloning”) increase when no outsiders are considered for hiring

The organization has exhausted its supply of viable internal candidates and must seek additional

employees in the external job market

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• Human Resources Information Systems (HRIS)

Database systems containing the records and

qualifications of each employee that can be accessed

to identify and screen candidates for an internal job opening

• Job Posting and Bidding

Posting vacancy notices and maintaining lists of

employees looking for upgraded positions

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Warning Signs of a Weak Talent “Bench”

Source: Adapted from William Rothwell, Effective Succession Planning (New York: AMACOM, 2000).

1 It takes a long time to fill key positions

2 Key positions can be filled only by hiring from the

outside

3 Vacancies in key positions cannot be filled with

confidence in the abilities of those chosen for them

4 Replacements for positions often are unsuccessful

in performing their new duties

5 Promotions are made on the basis of whim,

favouritism, or nepotism

Figure 5.4

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The Goal: Matching Individual and

Organizational Needs

Individual and Organizational Goals

The Employee’s Role

The Employee’s Role The Organization’s Role The Organization’s Role

Career Management Career Management

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The Organization’s Role: Establishing

• Announcing the Program

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Identifying Career Opportunities and Requirements

• Competency Analysis

Measures three basic competencies for each job:

know-how, problem solving, and accountability

• Job Progressions

The hierarchy of jobs a new employee might

experience, ranging from a starting job to jobs that

require more knowledge and/or skill

• Career Paths

Lines of advancement in an occupational field within

an organization

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Recognize Lots of Possibilities

The placement of an individual in another job for

which the duties, responsibilities, status, and

remuneration are approximately equal to those of the previous job

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5–23Alternative Career Moves

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Career Change Organizational

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Section Leader Research Associate

Department Head Principal Scientist

Dual Career Tracks: Xenova System

Source: Adapted from Alan Garmonsway of Xenova and Michael Wellin of Behavioral Transformation,

“Creating the Right Natural Chemistry,” People Management 1, no 19 (September 21, 1995): 36–39.

Highlights 5.3

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Human Capital Profiles for Two Different Careers

Source: Scott Snell, Cornell University.

Figure 5.8

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5–27

Stages of Career Development

Stage 5: Late Career (ages 55–retirement):

Remain productive in work, maintain self-esteem, prepare for effective retirement.

Stage 5: Late Career (ages 55–retirement):

Remain productive in work, maintain self-esteem, prepare for effective

retirement.

Stage 4: Midcareer (ages 40–55):

Reappraise early career and early adulthood goals, reaffirm or modify goals, make choices appropriate to middle adult years, remain productive.

Stage 4: Midcareer (ages 40–55):

Reappraise early career and early adulthood goals, reaffirm or modify goals,

make choices appropriate to middle adult years, remain productive.

Stage 3: Early Career (ages 25–40):

Learn job, learn organizational rules and norms, fit into chosen occupation and organization, increase competence, pursue goals.

Stage 3: Early Career (ages 25–40):

Learn job, learn organizational rules and norms, fit into chosen occupation

and organization, increase competence, pursue goals.

Stage 2: Organizational Entry (ages 18–25):

Obtain job offer(s) from desired organization(s), select appropriate job based on complete and accurate information.

Stage 2: Organizational Entry (ages 18–25):

Obtain job offer(s) from desired organization(s), select appropriate job

based on complete and accurate information.

Stage 1: Preparation for Work (ages 0–25):

Develop occupational self-image, assess alternative occupations, develop initial occupational choice, pursue necessary education.

Stage 1: Preparation for Work (ages 0–25):

Develop occupational self-image, assess alternative occupations, develop

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The Plateauing Trap

• Career Plateau

Situation in which, for either organizational or

personal reasons, the probability of moving up the

career ladder is low

• Types of Plateaus

Structural plateau: end of advancement

Content plateau: lack of challenge

Life plateau: crisis of personal identity

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5–29

Career Plateau Questions

Source: John Rosche, “Who’s Managing Your Career?” Contract Management 44, no 2 (February 2004): 20–22.

1 Do I accept high-visibility assignments?

2 Do I continue to advance my education, both formal

and vocational?

3 Am I recognized by other leaders in my organization?

4 Am I routinely promoted?

5 Am I known as a versatile employee?

6 Do I continue to get larger-than-normal raises?

7 Do I rate at the high end of the performance ratings?

8 Do I have a plan with measurable objectives, and

have I updated it recently?

Figure 5.10

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Successful Career-Management

PracticesPlacing clear expectations on employees

Giving employees the opportunity for transfer

Providing a clear and thorough succession plan

Encouraging performance through rewards and

recognition

Giving employees the time and resources they need to consider short- and long-term career goals

Encouraging employees to continually assess their

skills and career direction

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5–31

Internal Barriers to Career

AdvancementLack of time, budgets, and resources for employees to plan their careers and to undertake training and

development

Rigid job specifications, lack of leadership support for career management, and a short-term focus

Lack of career opportunities and pathways within the

organization for employees

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Career Development Initiatives

• Career Planning Workbooks

Stimulate thinking about careers, strengths/

limitations, development needs

• Career Planning Workshops

Discuss and compare attitudes, concerns, plans

• Career Counseling

Discussing current job activities and

performance, personal and career

interests and goals, skills, and

career development objectives

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A program that encourages young managers with

high potential to remain with an organization by

enabling them to advance more rapidly than those

with less potential

• Career Self-Management Training

Helping employees learn to continuously gather

feedback and information about their careers

Encouraging them to prepare for mobility

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• Mentors

Executives who coach, advise, and encourage

individuals of lesser rank

• Mentoring functions

Functions concerned with the career advancement

and psychological aspects of the person being

mentored

• E-mentoring

Brings experienced business

professionals together with

individuals needing counseling

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5–35

Top Ten Myths about Mentors

Myth 1: Mentors exist only for career development.

Myth 2: You need only one mentor.

Myth 3: Mentoring is a one-way process.

Myth 4: A mentor has to be older than the protégé.

Myth 5: A mentor has to be the same gender and race as the protégé Myth 6: Mentor relationships just happen.

Myth 7: Highly profiled people make the best mentors.

Myth 8: Once a mentor, always a mentor.

Myth 9: Mentoring is a complicated process.

Myth 10: Mentor-protégé expectations are the same for everyone.

Figure 5.11

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Mentoring Functions

Source: Matt Starcevich, Ph.D and Fred Friend, “Effective Mentoring Relationships from

the Mentee’s Perspective,” Workforce, supplement (July 1999): 2–3 Used with permission

of the Center for Coaching and Mentoring, Inc., http://coachingandmentoring.com.

Figure 5.12

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5–37

Forming a Mentoring Relationship

1 Research the mentor’s background

2 Make contact with the mentor

3 Request help on a particular matter

4 Consider what you can offer in exchange

5 Arrange a meeting

6 Follow up

7 Ask to meet on an

ongoing basis

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Career Networking Contacts

• Your college/university alumni association or career

office networking lists

• Your own extended family

• Your friends’ parents and other family members

• Your professors, advisors, coaches, tutors, clergy

• Your former bosses and your friends’ and family

members’ bosses

• Members of clubs, religious groups, and other

organizations to which you belong

• All of the organizations near where you live or go to

school

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Growth of women in the workplace

Increase in females in management roles

Stereotyping and gender conflicts

• Recruitment of Minorities

Educational and societal disadvantages

Retention in organizations

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Recruitment and Development of

Women

• The “Glass Ceiling”

Artificial barriers based on attitudinal or organizational bias that prevent qualified women from advancing

upward in their organizations into management level positions

• Eliminating Women’s Barriers to Advancement

Development of women’s networks

Online e-mentoring for women

Diminishing stereotyping of women

Presence of women in significant managerial

positions

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• Glass ceiling audit factors:

Upper-level management and executive training

Rotational assignments International assignments

Opportunities for promotion

Opportunities for executive development programs at universities

Desirable compensation packages

Opportunities to participate on high-profile project

teams

Upper-level special assignments

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Recruitment and Development of

Minorities

• Career development for minorities is advanced by:

Organizational support for the advancement of

minorities to significant management positions

Provision of internships to attract minorities to

management careers

Organization of training courses to foster the

development of minority’s managerial skills and

knowledge

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Other Important Talent Concerns

• Recruitment of Older People

Increasingly returning to the workplace

Have valued knowledge, experience, flexibility and

reliability as employees

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Dual-Career Couples

• Dual-Career Partnerships

Couples in which both members follow their own

careers and actively support each other’s career

development

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Combinations of Career Interests and Skills

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5–47

Twelve Steps for Starting a New Business

Source: Business in a Changing World, 3rd edition, by W Cunningham, R Aldag, and S

Thomson Learning: www.thomsonrights.com

Figure 5.A2

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