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Question 1

This is the process by which management ensures that it has the right personal capable of completing task that help the organization reach its objectives.

It involves developing strategies to match work for size and skills to organizational needs.

Answer 1

Human Resources Planning

Question 2

A type of forecasting.
It estimates future numbers of people required and the skills and competencies needed

Answer 2

Demand Forecasting

Question 3

A common method; may include scenario planning

It involves estimating future workloads and staff needed

Answer 3

Managerial or Expert judgement judgement

Question 4

Studies historical ratios (e. g., direct vs. indirect workers)

It forecast future ratios and apply them to activity level forecast to determine labor needs

Answer 4

Ratio Trend Analysis

Question 5

This is work measurement to estimate operation time and staff required.

Can be combined with ratio trend analysis for indirect workers

Answer 5

Work study techniques

Question 6

Based on analysis of product market development and new technologies.

Primarily managerial judgment

Answer 6

Forecasting skill and competence requirements

Question 7

This is the process of identifying, screening, shortlisting, in hiring potential candidates to feel vacancies within the organization.

At its core it a ims to bring in the right person for the right job at the right time

Answer 7

Recruitment

Question 8

This is the initial step where the vacant positions are analyzed.

Planning includes:
- Job specifications
- Nature of the job
- Responsibilities involved

Answer 8

Recruitment planning

Question 9

The process begins when various department submit requisition request to the hr department.

These include:
- number of post
- duties and responsibilities
- qualification and experience required

Answer 9

Identifying Vacancy

Question 10

Involves collecting detailed information about the job. It helps determine:

• what the job involves
• what the employee must have
• the work environment

Answer 10

Job Analysis

Question 11

This focuses on the qualifications and traits needed in a candidate. It is based on the job descriptions and outlines the type of person suitable for the job.

It includes:
- educational background
- work experience
- skills and training
- behavior and emotional traits
- physical and mental attributes
- career planning details

Answer 11

Job Specification

Question 12

It is a method to determine the worth of a job in relation to others within the organization. It mean to aim as to ensure fair and structured compensation

It serves as a basis for salary discussions and wave structure planning

Answer 12

Job evaluation

Question 13

This is how the organization decides how to advertise the vacancies to reach the right candidates. It includes choosing the appropriate media channels for communication

Answer 13

Selling

Question 14

Advancing current employees to higher positions

Answer 14

Promotions

Question 15

Moving employees to different roles or departments

Answer 15

Transfers

Question 16

Hiring employees who previously work with the organization

Answer 16

Former employees

Question 17

Posting job openings within the company for existing employees to apply

Answer 17

Internal advertisement (job posting)

Question 18

Employees recommending suitable candidates for their networks

Answer 18

Employee referrals

Question 19

Contracting candidates have applied to the organization before

Answer 19

Previous applicants

Question 20

Organizations directly approach potential candidates without intermediaries

Answer 20

Direct recruitment

Question 21

Government operated job platforms to match job seeking with employers

Answer 21

Employment exchanges

Question 22

Agencies that specialize in recruiting talent for organization

Answer 22

Employment agencies

Question 23

Using platforms like newspapers, online job portals or company website

Answer 23

Advertisement

Question 24

Recruiting through industries specific networks or associations

Answer 24

Professional association

Question 25

Hiring fresh graduates from universities or educational institution

Answer 25

Campus recruitment

Question 26

Informal recruitment through personal recommendations

Answer 26

Word of mouth

Question 27

This involves filtering through applicants to find those that best match the job requirements. This is vital for removing and qualified or irrelevant candidates from the process

Answer 27

Screening or shortlisting

Question 28

This is the structured framework that outlines the recruitment practices and processes in an organization. It helps ensure consistency, transparency, and adhere to legal standards. While the scale and complexity of the policy vary between small and large companies all businesses need one to support effective hiring practices and aligned recruitment with organizational goals

Answer 28

Recruitment policy

Question 29

This defines the core values and ethics of the company regarding recruitment. It outlines their brands commitment to attracting the right talent and shaping the experience they want the candidates to have

Answer 29

Hiring philosophy

Question 30

This is the operational side of recruitment, covering the process and procedures for hiring

Answer 30

Hiring practices

Question 31

These are the standards that ensures that recruitment adheres to legal requirements and ethical guidelines

Answer 31

Hiring standards

Question 32

This articulates the long term goals of the recruitment efforts. It should align with the overall company vision

Answer 32

Hiring vision

Question 33

They ensure the implementation of the recruitment policy across the company. They monitor the effectiveness of the recruitment process through regular reporting and performance measurement.

Answer 33

Senior management

Question 34

Retrain managers and supervisors and recruitment policy and procedures. They provide support and guidance to ensure that recruitment follows the company's policies

Answer 34

HR department

Question 35

Fully adhere to the recruitment policy during the hiring process. The ensure accurate job descriptions are created for vacant positions. They help make informed decisions regarding staffing levels and suitability of candidates.

Answer 35

Managers and Supervisors

Question 36

It outlines the essential components of a job. It serves as a reference for; - role clarity - employee orientation - promotions and transfers - defining career paths - creating performance standards

Answer 36

Job Descriptions

Question 37

Once job details are finalized, the next step is to develop a strategy for sourcing the best candidates. This strategy defines: - weather to train existing staff or high new employees (make or buy decisions) - type of recruitment (internal or external) - recruitment area (local, national, or international) - sources to be used (job portals, agencies, referals, etc)

Answer 37

Recruitment Strategy

Question 38

The final phase of the recruitment process. It involves evaluating and controlling the effectiveness and cost efficiency of the recruitment methods

Answer 38

Evaluation and Control

Question 39

This is the final step of the recruitment process which involves integrating the new employee into the organizations. Once the candidate accepts the offer and at least on a start date the age are then is now responsible for preparing a comprehensive in program for the new hire

Answer 39

Induction

Question 40

Also known as executive succession. It identifies replacement for candidates for middle and top management.

Answer 40

Management and Succession Planning

Question 41

Internal Factors Affecting the Recruitment

Answer 41

1. Size of the Organization 2. Recruitment Policy 3. Image of the Organization 4. Image of the Job

Question 42

External Factors Influencing Recruitment

Answer 42

1. Demographic Factors 2. Labor Market 3. Unemployment Rate 4. Labor Laws 5. Legal Considerations 6. Competitors

Question 43

Steps in the Recruitment Process

Answer 43

1. Identify Job Vacancies 2. Analyzing Job Requirements 3. Reviewing Applications 4. Screening and Shortlisting 5. Selecting the Right Candidates