Question

Discuss how the following trends are changing the skill requirements for managerial jobs in the United States.

1. Increasing use of social media
2. Increasing international competition
3. Increasing work-family conflicts?

Planning for and Recruiting Human Resources

1. Why do organizations combine statistical and judgmental forecast of labor demand, rather than relying on statistics or judgments alone? Give an example of a situation in which each type of forecast would be inaccurate.
2. Give an example of a personnel policy that would help attract a larger pool of job candidates. Give an example of a personnel policy that would likely reduce the pool of candidates. Would you expect these policies to influence that quality as well as the number of applicants? Why or why not?
3. How can organizations improve the effectiveness of their recruiters?

Answer 1

I hope I have addressed each part of the question you’ve asked. Please leave a like if you find this answer helpful, it really helps me a lot and motivates me in providing better answers in future. If you have any doubts, please let me know before leaving a dislike I would surely assist you. Thanks in advance for liking this answer.

Discuss how the following trends are changing the skill requirements for managerial jobs in the United States.

1. Increasing use of social media: An increase of social media has changed the skill requirements for manager jobs in United States. This is because most work and form of communication is done over social media. Also, sales and marketing has seen a recent boost because of social media and how many people use it daily. Because of social media boosting, international competition becomes relevant. Companies on both coasts can promote ads on social media for clientele in China showing that distance is no matter and issue. Customers will order what they want because of the social media ads allowing for competition amongst the entire world. Work family conflict should have no impact on the skills requirements for manager jobs in United States. They could happen at any position for any job held by anybody.

2. Increasing international competition: With increasing international competition managers need to learn about the world and expand their knowledge given that they will have to know more about their competition in order to know how to better compete with them.

3. Increasing work-family conflicts: With increasing work-family conflict managers will have to learn about conflict management and that sometimes allowing employees to have flexible schedules and that some employees will have less conflict if they are allowed to work from home. It’s going to be about expanding managers current ideas about the work place.

Why do organizations combine statistical and judgmental forecast of labor demand, rather than relying on statistics or judgments alone? Give an example of a situation in which each type of forecast would be inaccurate.

Organizations incorporate statistical and judgmental labor demand projections to meet staffing projections. The planner making the forecast needs to forecast and figure out whether the need for people with important skills and experience is going to get bigger or smaller. Most specifically, the managers seek to find out whether the company would face a shortage or surplus in the labor force. Rather than relying solely on historical knowledge which can be very accurate due to arbitrary judgmental forecasting. Because of pattern analysis or events of the past and related business goals, the human forecaster is often brought into the mix determining their best guess or ideas. Such tests are regarded as the leading indicators that forecast exactly future demand for labor. The economy will serve as an example. One example of a scenario would be getting benefits and being able to maintain healthcare coverage as the hospitals satisfy their clients' demands. When all patients lose their coverage during a re-session, the hospital will have to adapt its supply to its demand by predicting what will be needed in the future or not. The key reasons combining the two are to obtain the most reliable estimation of labor demand.

Give an example of a personnel policy that would help attract a larger pool of job candidates. Give an example of a personnel policy that would likely reduce the pool of candidates. Would you expect these policies to influence that quality as well as the number of applicants? Why or why not?

An example of personnel policy to attract a greater pool of job applicants is given below:

"Work from Home" policy: This policy often attracts as many applicants as many times in one's life, people feel they can't go to office because of their current circumstances but can work easily from home. Working hours should also be flexible and employees should be judged based on their results and not on the amount of hours they spend in the company. This would have a positive impact on job satisfaction as workers realize how the company is spending time and money to support the success of its workers. This would prevent employees from leaving such a good working environment and thus from providing high-quality work. The number of applicants will also be increased because of the policy organisation.

Six-days working in a week reduce the pool candidates. There needs to be many works done by the employees that can be done on Saturdays as Sunday remains off for the official government. This cannot be done if the employee will work 6 days in a week. Employees also demand for weekend off to enjoy their lives and to regenerate the energy in them. This policy will influence the quality in a negative manner as the employees will not get the much required break and hence their performance will get slow down. They will try to look for the other options and hence the number will be reduced.

How can organizations improve the effectiveness of their recruiters?

1. Add videos To your employment notices and posts: Information from Career builder demonstrates that employment postings with feature symbols are seen 12% more than postings without feature and, all things considered, get a 34 percent more prominent application rate.

2. Make more utilization of employment web search tools: Research from SilkRoad demonstrates that pursuit of employment motors are independently much more compelling than occupation sheets at returning contracts and meetings.

3. Expand your dependence on employee referrals: There is convincing proof to show that employee referrals are by a long shot the most prevalent wellspring of contract with 40% of parts at present being filled by referrals, while just 7% of candidates originate from referrals.

4. Organization websites are not dead: improve and redesign: The eleventh CareerXRoads Source of Hire Survey has demonstrated that in spite of mainstream thinking official websites are not dead, all things considered still record for 10% of contracts. Furthermore all the more essentially, the SilkRoad overview lets us know that organization websites were the main on-line wellspring of meetings and contracts by somehow, albeit Indeed was demonstrated to give a comparative measure of meetings.

5. Review your brand image: revive and reclassify: CareerBuilder examination lets us know that organizations with a solid work brand draw in no less than 3.5 times a larger number of utilizations than organizations in the same business. It’s imperative that you are continually amplifying the engaging quality of your image.