LitArk » Books » Business

Zeuch - Dos and Donts in Human Resources Management A Practical Guide: [Summary]

Here you can read online Zeuch - Dos and Donts in Human Resources Management A Practical Guide: [Summary] full text of the book (entire story) in english for free. Download pdf and epub, get meaning, cover and reviews about this ebook. City: Berlin;Heidelberg, year: 2018, publisher: Springer;Skillsoft, genre: Business. Description of the work, (preface) as well as reviews are available. Best literature library LitArk.com created for fans of good reading and offers a wide selection of genres:

Romance novel Science fiction Adventure Detective Science History Home and family Prose Art Politics Computer Non-fiction Religion Business Children Humor

Choose a favorite category and find really read worthwhile books. Enjoy immersion in the world of imagination, feel the emotions of the characters or learn something new for yourself, make an fascinating discovery.

Book:
Dos and Donts in Human Resources Management A Practical Guide: [Summary]
Author:
Zeuch / Matthias
Publisher:
Springer;Skillsoft
Genre:
Books / Business
Year:
2018
City:
Berlin;Heidelberg
Rating:
3 / 5
Favourites:
Add to favourites
Your mark:
- 60
- 1
- 2
- 3
- 4
- 5

Description
Author's other books
Similar books

Dos and Donts in Human Resources Management A Practical Guide: [Summary]: summary, description and annotation

We offer to read an annotation, description, summary or preface (depends on what the author of the book "Dos and Donts in Human Resources Management A Practical Guide: [Summary]" wrote himself). If you haven't found the necessary information about the book — write in the comments, we will try to find it.

Zeuch: author's other books

Who wrote Dos and Donts in Human Resources Management A Practical Guide: [Summary]? Find out the surname, the name of the author of the book and a list of all author's works by series.

Dos and Donts in Human Resources Management A Practical Guide: [Summary] — read online for free the complete book (whole text) full work

Below is the text of the book, divided by pages. System saving the place of the last page read, allows you to conveniently read the book "Dos and Donts in Human Resources Management A Practical Guide: [Summary]" online for free, without having to search again every time where you left off. Put a bookmark, and you can go to the page where you finished reading at any time.

Light

Font size:

↓

↑

Reset

Interval:

↓

↑

Bookmark:

Make

Part I
HR Marketing and Recruiting

Springer-Verlag Berlin Heidelberg 2015

Matthias Zeuch (ed.) Dos and Donts in Human Resources Management 10.1007/978-3-662-43553-3_1

Introduction

Nicole Dessain 1

(1)

Evanston, IL, USA

Nicole Dessain

Email:

HR Marketing

HR Marketing includes activities that attract active and passive candidates who exhibit the companys desired skills and behaviors.

HR Marketing should be based on a clearly defined and well communicated Employer Value Proposition (EVP) which is a set of positioning statements outlining why the company is an attractive employer.

Recruiting

Recruiting activities are geared towards hiring people who are interested in the company and who have the skills and behaviors needed to successfully perform their role.

The recruiting process is comprised of sourcing the candidate, pre-assessment, final selection, job offer and contracting.

While HR activities are usually internally focused, HR Marketing and Recruiting clearly has an external focus. The way the company presents itself as an employer through its HR Marketing has a major impact on the overall company image.

Recruiting has an impact on the companys reputation:

Job postings indicate growth and optimism regarding the future.
The level of respect and courtesy the company expresses to people who applied but were not selected reveals the real values of the company and its culture.
Job applicants share their experiences of the selection process via social mediathe good and the bad.
Candidates may be companys current or future customers.

Springer-Verlag Berlin Heidelberg 2015

Matthias Zeuch (ed.) Dos and Donts in Human Resources Management 10.1007/978-3-662-43553-3_2

Employer Branding

Matthias Zeuch 1

(1)

Beijing, China

Matthias Zeuch

Email:

First: Analyze Competition

Analyze how your major competitors have positioned their employer brands.

Customize Messages

Customize your HR marketing messages to your target groups and align creative artwork with those messages.

Address Directly

Address people directly in HR marketing messages (for example, not It is great to work at ABC, but Come to ABC because we have great jobs for you).

Allow Local Differences

(For multi-national companies) Allow country-specific differences to employer brandsunless you have a highly internationalized team of people who frequently rotate among countries, in this case, having only one global employer brand makes sense.

Make a Project Plan

Developing an employer brandif done rightis a major effort. It demands a large time commitment from HR and also from interviewees, participants in focus groups. Resources must be planned and committed in advance.

Dont Make it an HR Thing

Do not start on an employer branding project if you feel that management is not committed to the employer branding effort. If the employer brand is seen by management as just an HR thing or a hobby of the HR leader, it will not have any real-life effects. An honest commitment by management is the prerequisite for any successful employer branding.

Springer-Verlag Berlin Heidelberg 2015

Matthias Zeuch (ed.) Dos and Donts in Human Resources Management 10.1007/978-3-662-43553-3_3

Digital Recruiting

James Purvis 1

(1)

Genve, Switzerland

James Purvis

Email:

Dont Simply Map Existing Processes to a New Technology

Technology is an enabler. To get the most out of new technologies, rethink your HR/recruiting process. Dont simply take your existing ways of recruiting and map them onto the new technology. New technology allows for new approaches to your recruitment process to increase quality, reduce costs or become more competitive. Implementing technology successfully will, however, require a change in mind-set and a rethink of your existing recruiting processes.

Treat the Candidate as Your Customer/Understand Your Target Audience

See your process from your target audiences point of view. Treat each potential candidate as a customer. Understand their behavior. Profile them. Then prioritize your implementation of technology around what adds the most value first.

Define Metrics

The old adage says you can not manage what you dont measure and this is equally true for digital recruiting. Measure your impact and your engagement of social media and use of technology. Invest in those giving highest returns and consider dropping those not making results. Make your decisions based on metrics instead of fashions.

Take Decisions Based on Data, Not on Opinions

Dont fall into the trap of designing a new career website based on battle of Hippos (Highest-Important-Paid-Persons Opinions). Use data to make decisions. Implement the features that are the most sought-after by your target population.

Design a Strategy

Digital recruiting offers an overwhelming choice in opportunities. Which social media channel? What applicant tracking system (ATS)? Before embarking on any implementation of any component, paint the big picture and agree on an overall strategy.

Identify and Implement Some Quick Wins with Technology

Some technology projects can have long timescales and require big budgets; others can be implemented in less than a day. Before embarking on the former, build confidence by identifying some quick wins with the technology in order to create confidence and trust in your strategy.

Understand When You Do and Dont Need In-house IT

With the ubiquity of Saas (Software as a Service) solutions available in HR you may have more autonomy than you realise for implementing technology. You may, however, have existing corporate systems or processes which require interfaces. Understand the role of our in-house IT team but also the opportunity of off-the-shelf Saas services in recruitment.

Be Aware of Technology Paradigm Shifts and the Hype Cycle

Dont assume that the technology you have just implemented today will be valid in 5 years time. Within 10 years it may certainly be obsolete. The exponential growth in mobile means your current way of applying may have to be entirely rethought to leverage mobile opportunities. Your existing traditional career website may be gone in a few years.

Monitor the Trends and Stay Up to Date

Technology is changing tremendously, providing regularly new opportunities. Keep up to date with news-feeds on what is hot and what is not and question what potential role these new technologies could play in a recruitment or sourcing process.

Springer-Verlag Berlin Heidelberg 2015

Matthias Zeuch (ed.) Dos and Donts in Human Resources Management 10.1007/978-3-662-43553-3_4

Recruiting Events

Nicole Dessain 1

(1)

Evanston, IL, USA

Nicole Dessain

Email:

Seize Marketing Opportunity

Light

Font size:

↓

↑

Reset

Interval:

↓

↑

Bookmark:

Make

Similar books «Dos and Donts in Human Resources Management A Practical Guide: [Summary]»

Look at similar books to Dos and Donts in Human Resources Management A Practical Guide: [Summary]. We have selected literature similar in name and meaning in the hope of providing readers with more options to find new, interesting, not yet read works.

IREM®

Field Guide for Practical Apartment Management

Steven T. Hunt

Common Sense Talent Management: Using Strategic Human Resources to Improve Company Performance

Patricia Buhler

Human Resources Management: All the Information You Need to Manage Your Staff and Meet Your Business Objectives

Eiichi Kasahara

Practical Strategic Management: How To Apply Strategic Thinking In Business

Wayne Cascio

ISE Managing Human Resources (ISE HED IRWIN MANAGEMENT)

George Elliott

Discernment Dos and Donts: A Practical Guide to Vocational Discernment

Paul R. Snyder

Practical Safety Management Systems: A Practical Guide to Transform Your Safety Program Into a Functioning Safety Management System

Brenner Laila

Nonprofit management 101: a complete and practical guide for leaders and professionals: essential resources, tools, and hard-earned wisdom from 55 leading experts

Truesdell William H.

PHR/SPHR professional in human resources certification all-in-one : exam guide

Deborah L. Whetzel

Applied Measurement: Industrial Psychology in Human Resources Management

William R. Tracey

Human Resources Management & Development Handbook

Mehdi Khosrow-pour

Advanced Topics in Information Resources Management, Volume 2 (Advanced Topics in Information Resources Management Series)

Reviews about «Dos and Donts in Human Resources Management A Practical Guide: [Summary]»

Discussion, reviews of the book Dos and Donts in Human Resources Management A Practical Guide: [Summary] and just readers' own opinions. Leave your comments, write what you think about the work, its meaning or the main characters. Specify what exactly you liked and what you didn't like, and why you think so.