Exam 1 - Chapter 5 - Human Resource Flashcards
Human Resource Planning
The process of anticipating and making provision for the movement of people into, within and of an organization
Employment Planning
Forecasting future labor demand labor supply
Future internal labor supply
Using current employers for new positions
Future external labor supply
Using people outside the organizations. Interested in the job
Environmental Scanning
Taking note of current economic trends external to the organization
Estimating Labor Demand Historical Analysis
Using past information to determine labor demand. Requires a quantitative leading indicator.
Estimating Labor Demand Trend Analysis
Using current trends to determine labor demand.
# of Employees
Unemployment Rate Implications:
1.High–> Loose labor
2.Low–> Tight market
- Pay less/benefits. Organization can be picky
- More opportunity for applicants, more companies competing for you, more costly for the company, Company has to drop standards. More creative ways to attract applicants
Forecasting supply of employees internal labor supply
Succession Planning
Replacement Charts
Skill Inventories
Markov Analysis
Succession Planning
Identifying & Tracking individuals for positions
Replacement Charts
where you look individuals Qualification, education, skill levels
Skill Inventories
which certificates and skills to be use
Markov Analysis
is a method used to forecast the value of a variable whose future value is influenced only by its current position or state, not by any prior activity that led the variable to its current position or state.
Dealing with Shortages and Surpluses
- Communicate Fully
- Handle the layoff fairly
- Ask lay off to leave immediately
- Offer counseling & assistance to survivors
