TMP 127 Lecture Notes - Lecture 26: Job Analysis, Drug Test, Background Check
28 Feb 2019
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Talent management strategy: planning/forecasting -> sourcing & recruitment selection & offer orientation & onboarding internal movement & employee development termination & off boarding. Workforce planning process: step 1: demand analysis, anticipated workload, specific ksaos needed, step 2: supply analysis, current staff levels, workforce ksao, anticipated t/o, employment trends, step 3: gap analysis, compare demands with supply, estimate future workforce changes. Identify future shortages and surpluses: step 4: develop strategic plan, build, buy, or both, determine position requirements: collect, interpret, report specific info about a position, the output of job analysis is a job description. Legal environment of hr management: equal employment opportunity, equal employment opportunity commission. Internal: increased morale (advancement incentive); improves employee brand; decrease turnover (fend off poaching ) employee is known commodity: external: acquire new ideas/skills; growth/expansion; no need to backfill employees grass not always greener. Consider before sourcing: criticality of position, availability of skill set, external market.
