3.4 Phase 1: Developing Data

Question 1

developing data

Answer 1

The first phase of Human Resources Planning. Includes inventory of the current workforce, projected future needs, and an understanding of what will be required to meet those needs.

Question 2

HR Analysis

Answer 2

Begins with taking inventory of both the current workforce and the jobs within the organization. A Knowledge of the skills, abilities, interests, and preferences of the current workforce is half of the inventory. The other half consists of knowing the characteristics of current jobs and the skills required to perform them.

Question 3

HR Demand Forecasting

Answer 3

Forecasting results can be given in approximations—not absolutes or certainties. Two common forecasting techniques are used to project the organization’s demand for human resources: judgmental forecasts and conventional statistical projections.

Question 4

Judgmental Forecasting

Answer 4

Done by experts who assist in preparing the forecasts. Most common method of estimating HR demand is managerial estimates, another type is the Delphi Technique and the related method nominal grouping technique

Question 5

nominal grouping technique

Answer 5

A group process involving problem identification, solution generation, and decision-making.

Question 6

managerial estimates

Answer 6

typically made by top management (a top-down approach)

Question 7

Delphi Technique

Answer 7

A method of group decision- making and forcasting that involves successively collating judgements of experts.

Question 8

Statistical Projections

Answer 8

Includes simple linear regression and multiple linear regression analyses, as well as Productivity ratios: With productivity ratios, historical data are used to examine the past level of a productivity index.

Human resource ratios: With human resource ratios, past HR data are examined to determine historical relationships among employees in various jobs or job categories. Regression analysis can then be used to project key group requirements for various job categories.

Time series analysis: In a time series analysis, past staffing levels are used to project future HR needs. Past staffing levels are examined in view of isolating season and cyclical variations, long-term trends, and random movements.

Stochastic analysis: In stochastic analysis, the likelihood of landing a series of contracts is combined with the HR requirements of each contract to estimate expected staffing requirements.

Question 9

Simple linear regression

Answer 9

A projection of future demand is based on a past relationship between the organization’s employment level and a variable related to employment, such as sales.

Question 10

Multiple linear regression

Answer 10

An extension of simple linear regression analysis. However, in multiple linear regression, instead of relating employment to just one variable, multiple variables are used.

Question 11

Productivity ratios:

Answer 11

With productivity ratios, historical data are used to examine the past level of a productivity index.

Question 12

Human resource ratios:

Answer 12

With human resource ratios, past HR data are examined to determine historical relationships among employees in various jobs or job categories. Regression analysis can then be used to project key group requirements for various job categories.

Question 13

Time series analysis:

Answer 13

In a time series analysis, past staffing levels are used to project future HR needs. Past staffing levels are examined in view of isolating season and cyclical variations, long-term trends, and random movements.

Question 14

Stochastic analysis:

Answer 14

In stochastic analysis, the likelihood of landing a series of contracts is combined with the HR requirements of each contract to estimate expected staffing requirements.

Question 15

Forecasting HR Supply

Answer 15

two techniques to help forecast internal labor supply: judgmental and statistical.

Question 16

Judgmental Techniques

Answer 16

replacement planning and succession planning

Question 17

Replacement planning

Answer 17

Uses charts that show the names of the current occupants of positions in the organization and the names of likely replacements.

Question 18

Succession planning

Answer 18

Tends to be long-term, developmental, and flexible. Although succession planning is widely practiced, many employers who use it tend to emphasize characteristics of the managers and downplay characteristics of the positions to which the managers may eventually be promoted.

Question 19

The quality of the forecast depends on the accuracy of information and the predictability of events. What kind of time frame gives more accurate information and more predictability of events?

Answer 19

A shorter time horizon

Question 20

Which of the following is the most common judgmental forecasting method for estimating HR demand?

Answer 20

Managerial estimates

Question 21

True or False: Simple linear regression works to predict future employment needs because when sales double, the level of employment necessary will always double as well.

Answer 21

False

Question 22

What is time series analysis?

Answer 22

When past staffing levels are used to project future HR needs.

Question 23

What is a judgmental technique used by organizations to make supply forecasts?

Answer 23

Replacement planning