HR Exam 1 Chapter 5 Hr Planning and Recruitment

Question 1

Describe the HR planning process

Answer 1

• The HR planning process starts with the forecasts of labor demand and forecasts of labor demand and labor supply. HR needs to put themselves in the shoes of the person they are looking to hire to really understand who they need to hire

Question 2

Describe, compare, and contrast each of the methods for forecasting the demand for labor.

Answer 2

• Trend Analysis- is the study of a firm’s past employment needs over time to predict future needs. Uses a graph/to show how many workers you have needed in past.
• Productivity Ratios- # of employees (labor demand) needed to achieve a certain level of output.
• Judgmental Techniques- Informal method that uses judgment to predict demand. This method is always used to modify the forecast.

Question 3

Calculation of productivity ratios

Answer 3

• Productivity ratio = (Productivity outputs/ number of employees)

Question 4

Describe how to identify and track current labor supply

Answer 4

• Skills Inventory tells the employees past job titles and special projects, the status of their present skills, and data that focuses on future (personal goals, and developmental efforts.)
• Replacement Charts are used to identify potential replacement employees for positions that could open up within the organization.

Question 5

Describe the process for predicting the future supply of labor. What technique is used?

Answer 5

• Markov Analysis- tracks movement of employees throughout the organization to plan for the future.
• Transition Probability Matrix is a chart that lists job categories held in 1 period and shows proportion of employees in each of those categories in a future period.

Question 6

Reducing surplus

Answer 6

Downsizing
Pay reductions
Demotions
Transfers
Work sharing
Hiring freeze
Natural attrition
Early retirement
Retraining

Question 7

Avoiding a shortage

Answer 7

Overtime
Temporary employees
Outsourcing
Retrained transfers
Turnover reductions
New external hires
Technological innovation

Question 8

Recruitment

Answer 8

• Recruiting- Any activity carried on by the organization with the primary purpose of identifying and attracting potential employees.

Question 9

Advantages Internal Recruiting

Answer 9

• Generates applicants who are well known to organization
• Applicants are relatively knowledgeable about organizations vacancies, which minimizes unrealistic job expectations
• Generally cheaper and faster than looking outside the organization
• Motivation tool for other employees
• Less training and socializing time

Question 10

Disadvantages of Internal Recruiting

Answer 10

• Disadvantages

• Must fill vacated position by the promoted employee
• No new ideas and creativity
• Jealousy from those not promoted
• Too much focus on internal recruiting may make company too inbreeding like

Question 11

Advantages of External Sources

Answer 11

• Advantages

• Provides opportunity to bring in employees with fresh perspective
• Able to target specific competencies that current employees may not posses
• Rapid growth in organization

Question 12

and Disadvantages of External Sources

Answer 12

• More costly and time consuming
• Destroys incentive to strive for promotion/current employees
• More time needed for training and socializing a newcomer

Question 13

What are realistic job previews and why should an organization use them?

Answer 13

• RJP’s set the expectation going into a particular job.

Question 14

How do you create an employment brand? Why should organizations strive to create a positive employment brand?

Answer 14

• You create an employment brand by creating a culture throughout your years of business. It is important to create a positive employment brand to encourage people to want to work for your company, and it sets the tone with competitors.

Question 15

What is a targeted recruitment message? Why should Organizations do this?

Answer 15

• Hiring certain people that will be perfect for your company. Targeting a certain group of people is to hire by focusing on who, how and where the company should recruit

Question 16

What are the metrics for evaluating the effectiveness of recruitment sources? What are the characteristics of each? Know how to calculate

Answer 16

• Yield Ratio- % of applicants who move from one stage of the selection process to the next

• By comparing yield ratios of different sources, we can determine which source is best or most efficient for type of vacancy.
• CALCULATING- find cost of using a particular recruitment source for a particular type of vacancy. Divide that cost by the number of people hired to fill that type of vacancy. A low cost per hire means the recruitment source is efficient.

Question 17

Human resource process (3 stages)

Answer 17

Forecasting, goal setting, strategic planning

Question 18

Underutilization

Answer 18

African Americans make up 35% of the relevant labor market for a job category but the same group only constitutes only 5% OF THE LABOR EMPLOYEES

Question 19

Employment at will

Answer 19

Employee or Employer may end employment relationship at any time, regardless of cause

Question 20

Due Process Policies

Answer 20

Formally laying out steps an employee may take to appeal employers decision to terminate them

Question 21

Core competency

Answer 21

Knowledge and skills that gives company an upper hand against competitors and creates value for customers

Question 22

Direct applicants

Answer 22

People who apply for vacancy without promoting from the organization

Question 23

Referrals

Answer 23

Apply for vacancy because someone in organization promoted them to do so

Question 24

Cost per hire

Answer 24

Total money used to fill out job vacancy