Organization: Workforce Management

Question 1

“Snapshot” assessment of the availability of qualified backup for key positions.

Answer 1

Replacement planning

Question 2

Use of information from past and present to predict future conditions.

Answer 2

Judgmental forecasts

Question 3

Process of creating, acquiring, sharing, and managing knowledge to augment individual and organizational performance.

Answer 3

Knowledge management (KM)

Question 4

Termination of employment of individual employees or groups of employees for reasons other than performance, for example, economic necessity or restructuring; also known as reduction in force (RIF).

Answer 4

Downsizing

Question 5

Act of reorganizing the legal, ownership, operational, or other structures of an organization.

Answer 5

Restructuring

Question 6

Representations of real situations; give organizations the opportunity to speculate as to what would happen if certain courses of action were pursued.

Answer 6

Simulations

Question 7

Situation in which an organization shares responsibility and liability for their alternative workers with an alternative staffing supplier; also known as joint employment.

Answer 7

Co-employment

Question 8

Act of replacing employees leaving an organization; attrition or loss of employees.

Answer 8

Turnover

Question 9

All activities needed to ensure that workforce size and competencies meet the organization’s strategic needs.

Answer 9

Workforce management

Question 10

Systematic approach to anticipate human capital needs and data HR professionals can use to ensure that appropriate knowledge, skills, or abilities will be available when needed to accomplish organizational goals and objectives.

Answer 10

Workforce analysis

Question 11

Annualized formula that tracks number of separations and total number of workforce employees per month.

Answer 11

Turnover rate

Question 12

Development and integration of HR processes that attract, develop, engage, and retain the knowledge, skills, and abilities of employees that will meet current and future organizational needs.

Answer 12

Talent management

*Explanation: The purpose of talent management is to increase workplace productivity by supporting the recruitment, development, engagement, and retention of high-value employees.

Question 13

Situation in which an organization shares responsibility and liability for their alternative workers with an alternative staffing supplier; also known as co-employment.

Answer 13

Joint employment

Question 14

Process of implementing a talent management strategy for identifying and fostering the development of high-potential employees or other job candidates who, over time, may move into leadership positions of increased responsibility.

Answer 14

Succession planning

Question 15

Activities needed to ensure that workforce size and competencies meet current and future organizational and individual needs.

Answer 15

Workforce planning

Question 16

Termination of employment of individual employees or groups of employees for reasons other than performance, for example, economic necessity or restructuring; also known as downsizing.

Answer 16

Reduction in force (RIF)

Question 17

Process of investigating a decision thoroughly before finalizing it to identify all potential factors that could affect the positive and negative impacts of the decision.

Answer 17

Due diligence