Chapter 5- Human Resources Planning

Question 1

Human Resources Planning (HRP)

Answer 1

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

Question 2

Trend Analysis

Answer 2

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

Question 3

Ratio Analysis

Answer 3

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

Question 4

Scatter Plot

Answer 4

a graphical method used to help identify the relationship between two variables

Question 5

Regression Analysis

Answer 5

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)

Question 6

Nominal Group Technique

Answer 6

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

Question 7

Delphi Technique

Answer 7

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

Question 8

Staffing Table

Answer 8

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

Question 9

Hiring Freeze

Answer 9

a common initial response to an employee surplus – openings are filled by reassigning current employees, and no outsiders are hired

Question 10

Attrition

Answer 10

the normal separation of employees from an organization because of resignation, retirement, or death

Question 11

Job Sharing

Answer 11

a strategy that involves dividing the duties of a single position between two or more employees

Question 12

Reduced Workweek

Answer 12

employees work fewer hours and receive less pay

Question 13

Layoff

Answer 13

the temporary withdrawal of employment to workers for economic or business reasons

Question 14

Termination

Answer 14

permanent separation from the organization for any reason

Question 15

Severance Package

Answer 15

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

Question 16

Survivor Sickness

Answer 16

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.

Question 17

Transfer

Answer 17

movement of an employee from one job to another that is relatively equal in pay, responsibility, and/or organizational level

Question 18

Promotion

Answer 18

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

Question 19

Early Retirement Buyout Programs

Answer 19

attractive buyout packages or the opportunity to retire on full pension with an attractive benefits package

Question 20

Work Sharing

Answer 20

employees work three or four hour days a week and receive EI benefits on their non-workdays

Question 21

Compressed Workweek

Answer 21

an arrangement that most commonly allows employees to work four 10-hour days instead of the usual five 8-hour days

Question 22

Flex-year

Answer 22

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