BAFS - Paper 2B H1 Planning + Staffing 規劃及遴選

Planning 規劃
(1) Predict demand of HR 預計未來人力資源需求 
     (a) government policy 政府政策
     (b) economic condition 經濟條件 
(2) Estimate manpower supply 估計人力供應
     (a) staff turnover rate 員工流失率 
(3) Compare manpower demand & supply 比較人力供、需
(4) Action plan 進行 
     (a) layoff, voluntary retirement, hiring freeze 
           遣散, 提早退休, 凍結招聘
     (b) recruitment, outsources, part-time 招聘, 外判, 兼職 

Staffing員工編制
(1) Job Analysis 職務分析
      (a) Job description 工作說明 : 
            e.g. handling paper work in accounting department
      (b) Job specification 工作要求
            e.g. LCCI Level 1 passed

(2) Recruit 招聘
      (a) Internal 內部 (Promotion, transfer 升職、調職)
            save time and cost, improve morale 省錢省時，改善士氣
      (b) External 外部 
            (Advertising, head-hunter, staff referral, job fair, 
             campus recruitment 廣告、職業介紹所、員工推薦、
             職業博覽、校園招聘)
            input new blood, choose the most appropriate candidate
            輸入新血，可選最合適人選

(3) Selection 遴選
      (a) Application form 申請表
      (b) Reference checking 背景調查
      (c) Test: e.g. Aptitude test 測試 : 能力傾向測驗
      (d) Interview 面試
                - pros: (i) flexible & interactive 富靈活性及互動性
                            (ii) employer can assess ability & skill of applicants
                                  僱主有機會評估應徵者能力及技能
                            (iii) employer observe personality & attitude of applicants
                                   僱主可以觀察性格和態度
                 - cons: (i) time-consuming 需時較長
                             (ii) high administration cost 行政費高
                             (iii) personal bias 個人偏見
      (e) Offer of employment 聘用

(4) Placement 崗位安置
(5) Orientation 職前訓練


連結 Link:   BAFS - Paper 2B

連結 Link:   Herman Yeung Blog 主目錄