Ch 7 - Alyssa *done

Question 1

Skills Inventory

Answer 1

an individual personnel record held on each employee except those currently in mgmt or professional positions

Question 2

Skill inventory includes:

Answer 2

1. personal info
2. education, training and skill competencies
3. work history
4. performance ratings
5. career info
6. hobbies and interests

Question 3

management inventories

Answer 3

an individualized personnel record for managerial, professional or technical personnel that includes all elements in the skills inventory with the addition of information on specialized duties, responsibilities, and accountabilities

Question 4

reasons succession planning is critical for effective HR planning

Answer 4

1. respond appropriately to inevitable and unpredictable changes
2. develops people, which can improve performance in current position
3. employees positively motivated
4. supports new org. structures and flexibility by providing back-ups to various positions (no dependence on 1 employee)
5. saves time and money - smooth internal movement and continuity, less external hiring

Question 5

Code listed next to the names of all potential successors;

Answer 5

succession readiness code. contains the employee’s level of performance in current job and employee’s readiness for movement or promotion

Question 6

The effect caused when one promotion or transfer in the organization causes several other personnel movements in the organization as a series of subordinates are promoted to fill sequential openings

Answer 6

ripple or chain effects

Question 7

2 instruments of succession/replacement analysis

Answer 7

tables and charts

Question 8

Markov Model

Answer 8

a model that produces a series of matrices that detail the various patterns of movement to and from the various jobs in the organization

Question 9

When is Markov analysis not effective?

Answer 9

dynamic/unstable environmental changes

Question 10

Three main steps to using Markov

Answer 10

1. collect historical data on mobility rates btw jobs
2. develop matrices to forecast future personnel movement btw jobs
3. use the forecasts to analyze HR policies and programs, and instigate the necessary adaptive measures

Question 11

Linear programming

Answer 11

a complex mathematical procedure commonly used for project analysis in engineering and business applications; it can determine an optimum or best-supply mix solution to min. costs or other constraints

Question 12

A technique used to analyse personnel supply, specifically the chain or ripple effect that promotions or job losses have on the movements of other personnel in the organization

Answer 12

movement analysis

Question 13

vacancy model

Answer 13

aka renewal or sequencing model - analyzes flows of personnel throughout the organization by examining inputs and outputs at each hierarchical or compensation level

Question 14

vacancy or markov, which has the better predictive capacity?

Answer 14

vacancy