Chapter 5- Human Resources Planning 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 meet its strategic objectives
Trend Analysis
the study of a firm’s past employment levels over a period of years to predict future needs – purpose is to identify employment trends that may continue in the future
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 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 measurable 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 judgemental 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 judgements 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
Job Sharing
a strategy that involves dividing the duties of a single position between two or more employees
Reduced Workweek
employees work fewer hours and receive less pay
Layoff
the temporary withdrawal of employment to workers for economic or business reasons
Termination
permanent separation from the organization for any reason
Severance Package
a lump-sum payment, continuance of benefits for a specified period of time, and other benefits that are provided to employees who are being terminated
Survivor Sickness
a range of negative emotions that can include feelings of betrayal or violation, guilt and detachment. The remaining employees, anxious about the next round of terminations, often suffer stress symptoms including depression, increased errors, and reduced performance.
Transfer
movement of an employee from one job to another that is relatively equal in pay, responsibility, and/or organizational level
Promotion
movement of an employee from one job to another that is higher in pay, responsibility, and /or organizational level, usually based on merit, seniority, or a combination of both
Early Retirement Buyout Programs
attractive buyout packages or the opportunity to retire on full pension with an attractive benefits package
Work Sharing
employees work three or four hour days a week and receive EI benefits on their non-workdays
Compressed Workweek
an arrangement that most commonly allows employees to work four 10-hour days instead of the usual five 8-hour days
Flex-year
a work arrangement under which employees can choose (at 6-month intervals) the number of hours that they want to work each month over the next year
