Chapter 5 Flashcards
Human resources planning (HRP
the process of forecasting future human resources requirements to ensure that the organization will have the required number of employees with the necessary skills to meeti it’s strategic objectives.
Environment scanning-
an assessment of external factors influencing the organization’s ability to find and secure talent from the stern all labour market including economic, competitive, legislative, social, technological and demographic trends.
Skills inventories
manual or computerized records summarizing employees’ education, experience, interests, skills, and so on, which are used to identify internal candidates eligible for transfer or promotion
Management inventories
records summarizing the qualifications, interests, and skills of management employees, along with the number and types of employees supervised, duties of such employees, total budget managed, previous managerial duties and responsibilities, and managerial training received.
Replacement charts
visual representations of who will replace whom in the event of a job opening. Likely internal candidates are listed, alone with their age, present performance rating, and promotability status.
Replacement summaries-
lists of likely replacements for each position and their relative strengths and weaknesses, as well as information about current position, performance, promotability, age, and experience
Succession planning-
the process of ensuring suitable supply of successors for current and future senior or key jobs so that the careers of individuals can be effectively planned and managed
Markov analysis-
a method of forecasting internal labour supply that involves tracking the pattern of employee movements through various jobs and developing a transitional probability matrix
Trend analysis
the study of a firm’s past employment levels over a period of years to predict future needs.
Ratio analysis
a forecasting technique for determining future staff needs by using ratios between some causal factor (such as sales volume ) and the number of employees needed .
Scatter plot-
a graphical method used to help identify the relationship between two variables.
Regression a analysis-
a statistical technique involving the use of a mathematical formula to project future demands based on an established relationship between an organization’s employment level ( dependent variable) and some measure able factor of output (independent variable)
Nominal group technique
a decision making technique that involves a group of experts meeting face to face. Steps include independent idea generation, clarification and open discussion , and private assessment
Delphi technique
- a judge mental forecast method used to arrive at a group decision, typically involving outside experts as well as organizational employees. Ideas are exchanged without face to face interaction and feedback is provided and used to fine tune independent judgments until a consensus is reached.
Staffing table-
a pictorial representation of all jobs within the organization, along with the number of current incumbents and future employment requirements (monthly or yearly) for each
Hiring freeze
a common initial response to an employee surplus; openings are filled by reassigning current employees and no outsiders are hired
Attrition–
the normal separation of employees from an organization because of resignation, retirement, or death.
Early retirement buyout programs
strategies used to accelerate attrition that involve offering attractive buyout packages or the opportunity to retire on full pension with an attractive benefits package.
Job sharing
a strategy that involves dividing the duties of a single position between two or more employees
Work sharing-
employees work three or four days a week and receive EI benefits on their non-workdays(s)
Reduced workweek
employees work fewer hours and receive less pay.
Layoff
the temporary or permanent withdrawal of employment to workers for economic or business reasons
Termination -
permanent separation from the organization for anything reason
Leave of absence
allows those who may be interested in taking time away from work for a variety of reasons (eg. Persona, educational, etc. ) to have a set period of time away from their position without pay, but with a guarantee that their job will be available upon their return.
Supplemental unemployment benefits (SUBs)
a top-up of EI benefits to bring income levels closer to what an employee would receive if on the job.
Survivor syndrome
a range of negative emotions experience by employees remaking after a major restructuring initiative, which can include feelings of betrayal or violation, guilt, or detachment, and can result in stress symptoms, including depression, increased errors, and reduced performance.
Severance package
- a lump-sum payment, continuation of benefits for a specified period of time, or other benefits that are provided to employees who are being terminated.
Transfer
movement of an employee from one job to another that is relatively equal in pay, responsibility, or organizational level
Promotion
movement of an employee from one job to another that is higher in pay, responsibility, organizational level, usually based on merit, seniority, or a combination of both.
