chapter 3/4 flashcards
what is Organizational Structure?
the formal relationships among jobs in an organization. should be appropriate given strategic goals
what is an Organization Chart?
a “snapshot” of the firm, depicting the organization’s structure in chart form at a particular point on time
what is the use of an Organization Chart?
it clarifies chain of command: who reports to whom
it does not explain communicate patterns, degree of supervision, power authority, or specific duties
what is the use of Job Analysis Information and what part does Human Resource Planning have with that?
their are seven uses of Job Analysis Information, and this information is gathered, evaluated and summarized through job analysis, results in job descriptions and the job specifications.
The use of Human Resource Planning is that it helps with future staffing needs, external versus internal recruitment
what is the definition of Human Resources Planning?
the process of forecasting future human resources requirements to ensure that the organization will have required number of employees, at the right time, with the necessary skills, knowledge, and abilities to meet its strategic objectives
what are the benefits with having a good HRP strategy
it means high levels of productivity and profitability for the company
what is the strategic importance of HRP?
- meets strategic goals and objectives
- achieve hiring new workers
- make major market labour demands successfully
- anticipate and avoid shortages and surpluses of human resources
- control or reduce labour costs s
what can happen with inadequate or lack of HRP?
can result in significant costs, affected organization’s financial performance and lead to labour mismatch across departments(reduce moral and increase turnover)
what are the 4 steps in the HRP process?
- forecasting the availability of Candidates (supply)
- forecasting future HR needs (demand)
- gap analysis: summarizing human resources
- planning and implementing HR programs to balance supply and demand
what is the difference between Labour Surplus and Labour Shortage?
- Labour Surplus: the internal supply of employees exceeds the organization’s forecasted demand
- Labour Shortage: the internal supply of human resources cannot meet the organization’s needs
how do we balance Labour Surplus?
- hiring freeze/attriton
- early retirement buyout programs
- job sharing
- reduced workweek
- layoff
- termination
- leave of absence
how do we balance Labour Shortage ?
internal solutions:
- transfer
- promotion
- employee retention
external solutions:
- recruiting temporary employees or outsourcing of a work to a 3rd party organization
