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HRESD > Chapter 1: Planning and Staffing > Flashcards

Chapter 1: Planning and Staffing Flashcards

1
Q

Process through which an organization anticipates its future personnel needs
and devises strategies to ensure that it has the right people with the right skills at the right time.

A

HR planning

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2
Q

Refers to the activities involved in
recruiting, selecting, and onboarding employees to fill organizational roles.

A

HR Staffing

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3
Q

Parts of Staffing Overview (3)

A

Recruitment
Selection
Onboarding

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4
Q

HR planning overview (3)

A

-ASSESSING ORGANIZATIONAL NEEDS
-FORECAST DEMAND
-FORECAST SUPPLY

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5
Q

Recruitment methods (3)

A

Internal Sourcing
External Sourcing
Recruitment Agencies

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6
Q

Encouraging current employees to refer
candidates

A

Employee referrals

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7
Q

Advertising job openings within the
company

A

Internal job postings

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8
Q

Posting vacancies on popular job search platforms

A

Job boards

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9
Q

Utilizing industry-specific platforms

A

Professional networks

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10
Q

Collaborating with educational institutions or
industry associations to tap into networks

A

Partnerships

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11
Q

Engaging external agencies to assist with talent acquisition when specific expertise is required

A

Recruitment agencies

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12
Q

Advertising Channels (5)

A

Company Website
Industry Platforms
Social Media
Targeted Marketing
Diversity Networks

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13
Q

Showcasing job openings on our dedicated careers page

A

Company Website

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14
Q

Utilizing industry-specific job boards and professional networks

A

Industry Platforms

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15
Q

Leveraging social media platforms

A

Social Media

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16
Q

Tailoring advertising campaigns to reach specific candidate demographics

A

Targeted Marketing

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17
Q

Engaging with diversity-focused networks and organizations

A

Diversity Networks

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18
Q

Refers to the tools and methods that companies use to monitor performance metrics.

A

KEY PERFORMANCE INDICATORS (KPIs) TRACKING

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19
Q

Legal considerations (3)

A
  1. Employment Laws and Regulations
  2. Data Privacy and Security
  3. Labor Laws
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20
Q

Ethical considerations (3)

A

Fairness and Respect
Transparency & Accountability
Integrity

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21
Q

Challenges in HR Planning and Staffing (3)

A

Economic Changes
Technological Disruption
Talent Retention

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22
Q

Type of economic changes (2)

A

Impact of economic downturns
Impact of economic growth

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23
Q

Impact of economic growth (2)

A

Budget constraints
Uncertainty

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24
Q

Impact of economic downturns (2)

A

Increased demand for talent
Wage Inflation

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25
Q

Talent retention (2)

A

Strategies for retaining top talent
Strategies for managing turnovers

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26
Q

Strategies for managing turnovers (2)

A

Exit interviews
Employee engagement

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27
Q

Best Practices in HR Planning &
Staffing (3)

A
  1. Proactive Workforce Planning
    2.Data-Driven Decision Making
  2. Continuous Development and Training
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28
Q

Involves predicting future workforce requirements based on various factors
such as business growth, market trends, and
internal changes.

A

Forecasting

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29
Q

Proactive Workplace Planning (2)

A

Forecasting
Flexibility

30
Q

Reviewing historical data to identify patterns and predict future needs.

A

Trend Analysis

31
Q

Developing different scenarios (e.g., economic downturns, rapid growth) to prepare for various possibilities.

A

Scenario Planning

32
Q

Using data-driven insights to assess current workforce capabilities and gaps.

A

Workforce Analytics

33
Q

Forecasting techniques (3)

A

Trend Analysis
Scenario Planning
Workforce Analytics

34
Q

Flexibility: To adapt to changing needs,
organizations should: (3)

A

Develop a Flexible Staffing Strategy
Create a Talent Pool
Enhance Employee Development

35
Q

Key HR metrcics (4)

A

Recruitment metrics
Employee Performance Metrics
Retention Metrics
Employee Engagement Metrics

36
Q

Types of recruitment metrics (3)

A

Time-to-Fill
Cost-per-Hire
Source of hire

37
Q

Measures the time taken to fill a position from the moment it is posted to the day the
candidate starts. Shorter times-to-fill can indicate efficient hiring processes.

A

Time-to-Fill

38
Q

Calculates the total cost of recruiting a new employee, including advertising, agency
fees, and recruitment team salaries.

A

Cost-per-Hire

39
Q

Employee Performance Metrics (2)

A

Performance Ratings
Productivity Metrics

40
Q

Retention Metrics (2)

A

Turnover Rate
Retention Rate

41
Q

Employee Engagement Metrics

A

Engagement Surveys

42
Q

Track employee performance through reviews and ratings.

A

Performance Ratings

43
Q

Measure output relative to input (e.g., sales per employee).

A

Productivity Metrics

44
Q

Measures the percentage of employees who leave the company within a specific
period.

A

Turnover Rate

45
Q

The percentage of employees who remain with the company over a specified time.

A

Retention Rate

46
Q

Collect data on employee satisfaction, motivation, and commitment.

A

Engagement Surveys

47
Q

Predictive Analytics (2)

A

Attrition Prediction
Success Profiles

48
Q

Use historical data and patterns to predict which employees might leave the
company.

A

Attrition Prediction

49
Q

Analyze data to determine the traits and characteristics of successful employees,
and use this information to refine recruitment criteria.

A

Success Profiles

50
Q

Workforce Planning (2)

A

Demand Forecasting
Gap Analysis

51
Q

Analyze trends and business needs to predict future staffing requirements.

A

Demand Forecasting

52
Q

Compare current workforce capabilities with future needs to identify skill gaps.

A

Gap Analysis

53
Q

Recruitment Strategy Optimization (2)

A

Channel Effectiveness
Candidate Experience Analysis

54
Q

Evaluate which recruitment channels yield the best candidates in terms of performance and retention.

A

Channel Effectiveness

55
Q

Assess feedback from candidates about their recruitment experience to improve processes and enhance the employer brand

A

Candidate Experience Analysis

56
Q

Employee Development and Succession Planning (2)

A

Skill Assessment
Succession Planning

57
Q

Use data to identify skills gaps and areas for employee development.

A

Skill Assessment

58
Q

Analyze the readiness of internal candidates for key roles.

A

Succession Planning

59
Q

Involves improving the skills and knowledge that employees already have, often to keep up with advancements in their current roles or to increase their proficiency.

A

Upskilling Initiatives

60
Q

Upskilling Initiatives (4)

A

Certification Programs
Advanced Technical Training
Leadership Development
Cross-Functional Training

61
Q

Offering certifications in advanced areas relevant to an employee’s current role.

A

Certification Programs

62
Q

Providing training in emerging technologies, such as machine learning, cloud computing, or cybersecurity.

A

Advanced Technical Training

63
Q

Enhancing leadership and management skills through workshops, seminars, or executive coaching.

A

Leadership Development

64
Q

Allowing employees to gain expertise in areas adjacent to their current role.

A

Cross-Functional Training

65
Q

Focuses on training employees to acquire new skills needed for different roles or tasks within the organization, especially if their current skills are becoming obsolete or if the business is shifting focus.

A

Reskilling Initiatives

66
Q

Reskilling Initiatives (4)

A

Career Transition Programs
Online Learning Platforms
Internal Job Rotation
Partnerships with Educational Institutions

67
Q

Creating structured programs to help employees transition into new roles.

A

Career Transition Programs

68
Q

Providing access to platforms like Coursera or Udacity for employees to gain skills in entirely new fields,

A

Online Learning Platforms

69
Q

Implementing job rotation schemes to allow employees to gain experience in different departments.

A

Internal Job Rotation

70
Q

Collaborating with universities or technical schools to offer tailored training programs or degrees.

A

Partnerships with Educational Institutions

HRESD (7 decks)

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