Module 8: Manpower Planning/HR Planning/Workforce Planning

Question 1

Strategic Planning

Answer 1

the process by which top management determines overall organizational purposes and objectives and how they are achieved

Question 2

What does strategic planning emphasize?

Answer 2

Emphasizes that workforce planning be actually embedded in the strategic planning process of the organization

Question 3

What does strategic planning characterize?

Answer 3

Characterized by having senior leaders
participate in the process to come up with
general workforce directions

Question 4

Manpower Planning/HR Planning/Workforce Planning

Answer 4

+ primary source for any company, process of estimating the optimum number of people required for completing a project, task or goal within time
+ systematic process of matching the internal and external supply of people with job openings anticipated in the organization over a specific period of time
+ process of deciding what positions the firm will have to fill, and how to fill them

Question 5

Organizing

Answer 5

giving each subordinate a specific
tasks, establishing departments, delegating authority to subordinates, establishing channels of authority and communication, coordinating the work of subordinates

Question 6

Human Capital Planning

Answer 6

has specific aspects that distinguishes it as a workforce planning methodology: segmentation, less specificity, time frame

Question 7

Segmentation

Human Capital Planning

Answer 7

classifying job according to their importance to the business, and then matching these segments with specific workforce actions

Question 8

Less Specificity

Human Capital Planning

Answer 8

level of analysis in HCP is job roles, families, or functions

Question 9

Time Frame

Human Capital Planning

Answer 9

timeframe of the plan to be generated is 3 to 5 years

Question 10

What are important concepts to remember in manpower planning?

Answer 10

1. Strategy and Workforce Planning
2. Forecasting Personnel Needs (Labor Demands)
3. Forecasting the Supply of Inside Candidates
4. Forecasting the Supply of Outside Candidates
5. Predictive Workforce Monitoring
6. Matching Projected Labor Supply and Labor Demand
7. Succession Planning

Question 11

Strategy and Workforce Planning

Answer 11

+ workforce/employment planning is best understood as an outgrowth of the firm’s strategic and business planning
+ personnel needs (demands), supply of the inside candidates, and one for the supply of outside candidates
+ analyzing the supply/demand gap and creating a plan to address future staffing needs

Question 12

Statistical Regression

Strategy and Workforce Planning

Answer 12

using historical data to predict the required staffing level given certain variables which the organization would deem critical

Question 13

Staffing Ratio

Strategy and Workforce Planning

Answer 13

numerical relationships between work volumes or output and the number of staff required to do that work or produce that output

Question 14

3 Types of Gaps

Answer 14

1. Staffing Levels
2. Gaps in Skills or Capabilities
3. Mix of both

Question 15

Forecasting Personnel Needs (Labor Demands)

Answer 15

how many people with what skills will we need?

Question 16

Trend Analysis

Forecasting Personnel Needs (Labor Demands)

Answer 16

studying variations in the firm’s employment levels over the past few years

Question 17

Ration Analysis

Forecasting Personnel Needs (Labor Demands)

Answer 17

making forecast based on historical ratio between (1) some causal factor and (2) the number of employees required

Question 18

Scatter Plot

Forecasting Personnel Needs (Labor Demands)

Answer 18

shows graphically how two variables
are related

Question 19

Forecasting the Supply of Inside Candidates

Answer 19

determining which current employees are qualified or trainable for the projected openings

Question 20

Markov Analysis

Answer 20

forecast availability of internal job
candidates

Forecasting the Supply of Inside Candidates

Question 21

Forecasting the Supply of Outside Candidates

Answer 21

turning to outside candidates when there is no enough inside candidates to fill the anticipated openings

Question 22

Predictive Workforce Monitoring

Answer 22

paying continuous attention to workforce planning issues

Question 23

Succession Planning

Answer 23

ongoing process of systematically identifying, assessing, and developing organization leadership to enhance performance