External and internal factors affecting Staffing function of HRM PDF

Preview

Summary

What are the External and internal factors affecting Staffing function of HR?...

Description

External and internal factors affecting Staffing function of HRM. I would like you to look into the influence of: ● Employee retention and performance appraisal are better than new recruitment ● Globalization - Ethics - Legislation - Alignment of standards - Management of Laws across Jurisdiction: abid laws and staffing regulations if, for example, Walmart used labor force in China - Increased levels of competitions: to face the competition, the company has to change their recruitment policies according to the policies being followed by the competitors. - Globalization in HRM leads to professional development and training because training seeks to give the company a competitive edge in the global marketplace by refining the employees’ diversity emphasis. - For example, host language classes for call center staff to boost telephone sales. - Push for Professional development: HR pays for conferences, networking events ● Labour Market (Social Economic): Supply and demand for workers - 5.7% Unemployment rate in ON (Aug 2018) - economic growth affects applicant availability because when company is not creating new jobs, there is an oversupply of qualified labour that can turn into unemployment. - 19% Increased job vacancy - Recess → cutbacks on hiring - Shortage of skilled workers → more recruitment, less selection - company will have to provide special training and development programs - The abundance of skilled workers → less recruitment, more selection ● Demographics - specifically generational differences -

-

Silents (Born between 1925 and 1946) Baby Boomers (Born between 1946 and 1964) Generation Xers (Born between 1965 and 1980) Generation Ys or Millennials (born after 1980)

In Canada: Working age 18-64 (68.9%) and age 45-64 (42.4%) More people begin to retire from the workforce (aged 55-64) than people entering the workforce. Therefore one of the most significant changes in the Canadian workforce was to abolish retirement at age 65 in most provinces and territories. This trend will continue to increase with an aging population. - Post-65 workers might post a problem in times of recession because the addition of post-65 workers will restrain spaces for hiring new entry-level employees. On the other hand, this age group may present a very experienced applicant pool when the number of younger workers is decreasing, which seems to be the case now in Canada. - The workforce in Canada is gender balanced, and also more highly educated and culturally diverse. Therefore, HR departments will have to develop policies that are defensible and meet legislative requirements in dealing with these changing workplace demographics. ● Technology

-

Mobile recruiting Social media recruiting - free, video interviewing, candidate’s profiles Applicant tracking systems (ATS) - scan resumes, find matched, but not on an individual basis - HRIS- employee database - Cybersecurity, privacy ● Company's Culture...