Midterm Review CH 5,6,7,8 Flashcards
What is Human Resources Planning?
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.
Key Steps in HRP Process?
- Forecasting demand for labour
- Analyzing the labour supply
- Planning and implementing HR programs to balance supply and demand
Results of Inadequate Planning?
Vacancies, Layoffs, Turnover, Severance, Low Morale, Inefficiencies, Missed Goals
Ways to deal with a Labour Surplus?
- Hiring Freeze - 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
- Work Sharing – employees work three or four hour days a week and receive EI benefits on their non-workdays
- Reduced Workweek – employees work fewer hours and receive less pay
- Layoff – the temporary withdrawal of employment to workers for economic or business reasons
Ways to deal with a Labour Shortage?
- Transfer
- Promotion
- Flex time
- Telecommuting
- Compressed Workweek – 4day x 10 hrs
- 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
Ways to fore cast Internal Labour Supply?
- Markov Analysis
- Skills/Management Inventories
- Replacement Charts/Summaries
- Succession Planning Techniques
Ways to forecast External Labour Supply?
- General economic conditions
- Labour market conditions
- Occupational market conditions
Ways to forecast Labour Needs (Demand)?
- Trend Analysis
- Ratio Analysis
- Scatter Plot
- Regression
- Nominal Group
- Delphi Technique
Contrast and compare Delphi vs Nominal?
- Nominal Group Technique
- involves a group of experts meeting face to face
- steps include independent idea generation, clarification and open discussion, and private assessment.
- Delphi Technique
- judgmental forecasting method involving outside experts as well as organizational employees
- ideas are exchanged without face-to-face interaction and feedback is used to fine-tune until consensus is reached.
Three steps for good employer branding?
- Define the target audience, where to find them, and what they want from an employer.
- Develop the employee value proposition, and the reasons why the organization is a more attractive employer.
- Communicate the brand by incorporating the value proposition into all recruitment efforts.
What does AIDA Mean?
Ads should:
- attract attention
- develop interest in the job
- create a desire for the job
- instigate action
Steps in the Selection Process?
- Preliminary Applicant Screening
- Selection Testing
- Selection Interview
- Background Investigation/Reference Checking
- Supervisory Interview and Realistic Job Preview
- Hiring Decision and Candidate Notification
What are the different types of Validity?
- Differential Validity
confirmation that the selection tool accurately predicts the performance of all possible employee subgroups - Criterion-Related Validity
extent to which a selection tool predicts or correlates with important elements of work behaviour - Content Validity
extent to which a selection tool (e.g. a test) adequately samples the knowledge and skills needed to perform the job - Construct Validity
extent to which a selection tool measures a theoretical construct or trait deemed necessary to perform the job
What are some Tests of Cognitive Ability ?
a) Intelligence Tests (IQ) – tests that measure general intellectual abilities
b) Emotional Intelligence Tests (EI) – tests that measure ability to monitor one’s own emotions and the emotions of others and to use that knowledge to guide thoughts and actions
c) Specific Cognitive Abilities – tests that measure an individual’s aptitude or potential to perform a job, provided he or she is given proper training
What is one of the first budgets to be cut?
Training
