Managing

Human
Resources

Bohlander Snell
Chapter 4
Sherman
Human
Resources
Planning &
Recruitment
Managing Human Resources, 12e, by Bohlander/Snell/Sherman 2001 South-Western/Thomson Learning

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Chapter 4 Learning Objectives

Identify the advantages of integrating HR planning and
strategic planning.
Describe the basic approaches to HR planning.
Explain the advantages and disadvantages of recruiting
from within the organization.
Explain the advantages and disadvantages of external
recruitment.
Describe how recruitment activities are integrated with
diversity and equal employment opportunity initiatives
Managing Human Resources, 12e, by Bohlander/Snell/Sherman 2001 South-Western/Thomson Learning

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Human Resources Planning

(HRP)
The process of anticipating and making
provision for the movement of people
into, within, and out of an organization

Managing Human Resources, 12e, by Bohlander/Snell/Sherman 2001 South-Western/Thomson Learning

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The Importance of HRP

Key
Key Areas
Areas of
of HRP
HRP

Recruitment

Foundation for
Effective HRM

Reducing
Intangible Costs
HRP and
Strategic
Planning

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Presentation Slide 4-1

Integrating HRP and Strategic Planning

Strategic
Strategic
Analysis
Analysis

Strategy
Strategy
Formulation
Formulation

Establish
Establishthe
thecontext:
context:
business goals
business goals
company strengths/weaknesses
company strengths/weaknesses
external opportunities/threats
external opportunities/threats
source of competitive advantage
source of competitive advantage

Identify
Identifypeoplepeoplerelated
related
business
businessissues
issues

Clarify
Clarifyperformance
performance
expectations
expectationsand
andfuture
future
management
methods:
management methods:
values, guiding principles
values, guiding principles
business mission
business mission
objectives and priorities
objectives and priorities
resource allocations
resource allocations

Define
DefineHR
HRstrategies,
strategies,
objectives,
objectives,and
and
action
plans
action plans

Strategy
Strategy
Implementation
Implementation
Implement
Implementprocesses
processestoto
achieve
achievedesired
desiredresults:
results:
business goals
business goals
company strengths/weaknesses
company strengths/weaknesses
external opportunities/threats
external opportunities/threats
source of competitive advantage
source of competitive advantage

Implement
ImplementHR
HR
processes,
processes,policies
policies
and
practices
and practices

Human
HumanResource
ResourcePlanning
Planning
Adapted from: James W. Walker, Integrating the Human Resource Function with the Business, Human Resource Planning 14, no. 2 (1996): 5977. Reprinted with
permission.

Managing Human Resources, 12e, by

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Presentation Slide 4-2

Mapping an
Organizations
Human Capital
Architecture

Unique skills

Alliance/ Partners

Core knowledge workers

Lower
strategic
value

High strategic
value

Contract labor

Traditional job-based
employees

Generic skills

Managing Human Resources, 12e, by

Employee
Functions
Production
R&D
Quality
Info. Systems
Marketing
Accounting
HR

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Organizational Capability
The capacity to act and change in pursuit
of sustainable competitive advantage

Managing Human Resources, 12e, by Bohlander/Snell/Sherman 2001 South-Western/Thomson Learning

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Environmental Scanning
Economic
Factors

Technological
Changes

Political/
Legislative Issues

Demographic
Trends

Social Concerns

Managing Human Resources, 12e, by

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Cultural Audits
Audit of the organizational culture and quality
of work life in an organization

Managing Human Resources, 12e, by Bohlander/Snell/Sherman 2001 South-Western/Thomson Learning

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Presentation Slide 4-3

Human Resources Planning Model

Employment
Forecasting

Leads to

CONSIDERATIONS
Product/Service
Economics
Technology
Financial Resources
Absenteeism/
Turnover
Growth
Management Philosophy

TECHNIQUES
Trend Analysis
Managerial Estimate
Delphi Technique

Supply
Analysis

Resulting
in

INTERNAL
Staffing Tables
Markov Analysis
Skills Inventories
Management Inventories
Replacement Charts
Succession Planning

EXTERNAL
Demographic Changes
Education of Workforce
Labor Mobility
Governmental Policies
Unemployment Rate

Managing Human Resources, 12e, by Bohlander/Snell/Sherman 2001 South-Western/Thomson Learning

Balance
Supply and
Demand
RECRUITMENT
Full-Time
Part-Time
Recalls

REDUCTIONS
Terminations
Layoffs
Demotions
Retirement

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Employment Forecasting
Trend
Analysis

Management
Forecasts

Delphi
Technique

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Trend Analysis
A quantitative approach to forecasting
labor demand based on an
organizational index such as sales

Managing Human Resources, 12e, by Bohlander/Snell/Sherman 2001 South-Western/Thomson Learning

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Management Forecasts
The opinions (judgments) of supervisors,
department managers, or others
knowledgeable about the organizations
future employment needs

Managing Human Resources, 12e, by Bohlander/Snell/Sherman 2001 South-Western/Thomson Learning

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Supply Analysis
Tools
Tools of
of Supply
Supply
Analysis
Analysis
Staffing Tables

Succession
Planning

Replacement
Charts

Markov Analysis
Skills Inventories

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Staffing Tables
Pictorial representations of all
organizational jobs, along with the numbers
of employees currently occupying those jobs
and future (monthly or yearly)
employment requirements
Managing Human Resources, 12e, by Bohlander/Snell/Sherman 2001 South-Western/Thomson Learning

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Markov Analysis
Method for tracking the pattern of
employee movements through various jobs

Managing Human Resources, 12e, by Bohlander/Snell/Sherman 2001 South-Western/Thomson Learning

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Skill Inventories
Files of personnel education, experience,
interests, skills, and so on, that allow
managers to quickly match job
openings with employee backgrounds

Managing Human Resources, 12e, by Bohlander/Snell/Sherman 2001 South-Western/Thomson Learning

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Replacement Charts
Listings of current jobholders and
persons who are potential replacements
if an opening occurs

Managing Human Resources, 12e, by Bohlander/Snell/Sherman 2001 South-Western/Thomson Learning

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Succession Planning
The process of identifying, developing,
and tracking key individuals
for executive positions

Managing Human Resources, 12e, by Bohlander/Snell/Sherman 2001 South-Western/Thomson Learning

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Job Posting and Bidding

Posting vacancy notices and
maintaining lists of employees looking
for upgraded positions

Managing Human Resources, 12e, by Bohlander/Snell/Sherman 2001 South-Western/Thomson Learning

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Recruitment
Employee
Employee
Leasing
Leasing
Temporary
TemporaryHelp
Help
Agencies
Agencies
Labor
LaborUnions
Unions
Professional
Professional
Organizations
Organizations
Unsolicited
Unsolicited
Applications
Applications

Advertisements
Advertisements

External
Sources
of
Recruitment

Public
Public
Employment
Employment
Agencies
Agencies
Private
Private
Employment
Employment
Agencies
Agencies
Executive
Executive
Search
SearchFirms
Firms
Educational
Educational
Institutions
Institutions
Employee
Employee
Referrals
Referrals

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Labor Market
The area from which applicants
are to be recruited

Managing Human Resources, 12e, by Bohlander/Snell/Sherman 2001 South-Western/Thomson Learning

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Nepotism
A preference for hiring relatives
of current employees

Managing Human Resources, 12e, by Bohlander/Snell/Sherman 2001 South-Western/Thomson Learning

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Employee Leasing
Process of dismissing employees who are
then hired by a leasing company (which
handles all HR-related activities)
and contracting with that company
to lease back the employees
Managing Human Resources, 12e, by Bohlander/Snell/Sherman 2001 South-Western/Thomson Learning

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Yield Ratio
The percentage of applicants from
a recruitment source that make it
to the next phase of the selection process

Managing Human Resources, 12e, by Bohlander/Snell/Sherman 2001 South-Western/Thomson Learning

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Realistic Job Preview

Informing applicants about all aspects
of the job, including both its desirable
and undesirable facets

Managing Human Resources, 12e, by Bohlander/Snell/Sherman 2001 South-Western/Thomson Learning

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