Chapter 5 H/R Flashcards
Human Resource planning (HRP)
Forecasting future human resources requirement. Ensure the organization will have the right number of employees with the necessary skills to meet its strategic objectives
environment scanning
External factors influencing the organizations ability to find and secure talent from the labor market.
Skills inventories
Manual or computerized records summarizing employees’ education, experience, interests, skills, and so on, 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 along 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 a 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 casual factor (such as sales volume) and the number of employees needed.
Nominal Group Technique
A decision-making technique that involves a group of experts meeting face to face. Steps include independent idea generation, clarifications and open discussion and private assessment.
Delphi Technique
A judgmental forecasting 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 incombents and future emplyment requirements for each
Hiring Freeze
response to an employee surplus; openings are filled by reassigning current employees and no ourisdders 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 fill pension with an attractive benefits package
work sharing
employees work three or four days a week and recieve EI benefits son their non workdays
layoff
the temporary or permanent withdrawal of employment to workers for economic or business reasons
survivor syndrome
A range of negative emotions experienced by employees remaining after a major restructuring initiative, which can include feelings of betrayal or violation, guild or detachment and can result in stress symptoms including depression, increased errors, and reduced performance.
Supplemental Unemployment Benefits (SUBs)
A top-up of EI benefits to bring income levels closer to what an employee would recieve if on the job,
Severance package
A lump-sum payment, continuation of benefits for a specified period of time and other benefits that are provided to employees who are being terminated.
