人力资源管理基础(美国商学院原版教材精选系列)

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《人力资源管理基础》：美国商学院原版教材精选系列

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插图：The preceding forecast provides only half the staffing equation, by answering the question,"How many employees will we need？" Next, the manager must estimate the projectedsupply of both internal and external candidates.If there will not be enough qualified inside candidates to fill anticipated openings,employers may want to project supplies of outside candidates——those not currently employedby your organization. This may require forecasting general economic conditions, local marketconditions, and occupational market conditions. （Then, faced with, say, a projected undersup-ply of people to fill specific projected needs, managers like Dan Hilbert at Valero Energy mayinvestigate other options, such as encouraging employees of retirement age not to leave, orworking with local schools to create special training programs.）In any case, the first step here is often to forecast general economic conditions and theexpected prevailing rate of unemployment. Usually, the lower the rate of unemployment（as in 2007）, the lower the labor supply and the harder it is to recruit personnel. Look foreconomic projections online, for example, from the U.S. Congressional Budget Office（CBO） www.cbo.gov/, the Bureau of Labor Statistics （BLS） www.bls.gov/, and fromprivate sources such as the Bank of America www.bankofamerica.com/.Local labor market conditions are also important. For example, the growth of computerand semiconductor firms recently prompted low unemployment in cities like Seattle, quiteaside from general economic conditions in the country.

作者简介

作者：（美国）加里·德斯勒（Gary Dessler）加里·德斯勒（Garv Dessler），美国佛罗里达国际大学工商管理与国际商业系教授。著名的人力资源和组织管理专家，并担任人事招聘、人事政策、雇员测评与甄选以及战略规划等领域的专业咨询顾问。致力于人力资源管理和组织管理领域的研究，在美国《管理学会杂志》（Academy of Management Journal）等著名刊物上发表了大量学术论文。撰写的人力资源管理教科书自面世以来，被翻译成十余种文字在许多国家和地区出版。