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Talent and Acquisition Rewards > Unit 1 > Flashcards

Unit 1 Flashcards

1
Q

List 4 functions of Human Resource Planning/Manpower

A
  1. Forecasting for the Future
  2. Training the employees
  3. Recruitment and Selection
  4. Understanding the Existing Workforce
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2
Q

Manpower Planning Process

A
  1. Access Current Manpower Strength
  2. Forecast HR Demand and Supply
  3. Identify Talent Gaps and Develop them
  4. Integrate plan then Review then Evaluate
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3
Q

External Environmental Factors

A
  1. Government Regulations
  2. Economic Conditions
  3. Workforce Demographic (Social)
  4. Technological Advancements
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4
Q

Internal Environmental Factors

A
  1. Organisation Strategic Objectives (Succession Planning, Workforce Mobility Employee Engagement, Executive Leadership)
  2. Organisation Workforce Make Up
  3. Organisation Culture
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5
Q

Talent Acquisition Process

A
  1. Maintain Proper Staffing Level
  2. Close Skills Gap
  3. Meet Organisation Target
  4. Anticipate Future Needs
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6
Q

Outcomes in Poor Talent Acquisition

A
  1. Wasted Resources (Financial and Non-Financial)
  2. Lower Staff Morale
  3. Loss in Staff Confidence
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7
Q

Examples of Financial Loss

A

Poor individual or Poor Performance translates to waste in the form of individual’s salary

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8
Q

Examples of Non-Financial Loss

A

Damage company reputation
Additional time to invested to correct errors made
Loss of potential sales deals
Compensation made for errors by the hire

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9
Q

Recruitment Process

A
  1. Recruitment Planning
  2. Strategy Development
  3. Sourcing
  4. Screening
  5. Evaluation
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10
Q

Types of Internal Sourcing

A
  1. Employee Referral
  2. Transfer
  3. Promotion
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11
Q

Types of External Sourcing (7)

A
  1. Media Advertisement
  2. Direct Recruitment
  3. Educational Institutions
  4. Recruitment Agencies
  5. Walk-Ins
  6. Management Consultants
  7. E-Recruiting
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12
Q

Factors to Consider when Using External Sources of Recruitment

A
  1. Suitability for the position
  2. Timeline for Recruitment
  3. Cost of Recruitment
  4. Reliability of Sources
  5. Extensiveness of Geographical Coverage
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13
Q

The elements of Job Description (6)

A
  1. Task and Responsibilities
  2. Performance Standards
  3. Management Expectations
  4. Job-Related Skills
  5. Scope and Limits of Authority
  6. Relationships
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14
Q

Understanding the existing workforce

A

Determine the background, skill set or other elements of a workforce to have an idea of a pool talent a company has

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15
Q

Forecasting For The Future

A

Understand future trends and which type of employee would suit best for their organisation

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16
Q

Recruitment and Selection

A

Candidates with better qualifications, skill set and experience are shortlisted

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17
Q

Training the employees

A

Trained to have the best skills and understanding current job and future requirements

18
Q

Ways to maintain proper staffing level

A
  1. Service
  2. Safety
  3. Morale
  4. Monitoring
19
Q

Ways to close skill gap

A
  1. Hire older workers

2. Support Multiple Training Pathways

20
Q

Hire older workers

A

To reach a diverse pool of candidates

21
Q

Support Multiple Training Pathways

A

Develop programmes that ensure people are provided with sustainable careers

22
Q

Meet Organisation Targets

A

Develop current talent pool to achieve organisation KPI

23
Q

Anticipate Future Needs

A

Assess past trends, evaluate existing situation and future events

24
Q

Access Current Manpower Strength

A

Analyse HR strength, issues they face and areas changes are needed

25
Q

Forecast HR Demand and Supply

A

HR need to understand goals of organisation, market trends and new technologies

26
Q

Identify talent gap and develop them

A

Consider if current employees being utilised in the right areas or other skills be better suited to different roles

27
Q

Integrate Plan then review then evaluate (2)

A
  1. Integrate plan with organisational strategy

2. Review the plan to make corrections and amendments

28
Q

Government Regulations

A

HR needs to stay within the law

Without adhering, company can be fined causing it to shut down

29
Q

Economic Conditions (2)

A
  1. Current economy can affect ability to hire

2. Create a plan when there is economic downturn

30
Q

Technological Advancements

A

Technology help to downsize to save money as a job can be reduced to single person

31
Q

Workforce Demographics (2)

A
  1. Attract new set of candidates

2. Hire in a different way and offer compensation packages that work for younger generation

32
Q

Organisation Strategic Objectives

A 
The four objectives include 
Succession Planning 
Workforce Mobility 
Employee Engagement 
Executive Leadership
33
Q

Organisation Culture (5)

A

Empowered culture, Sales Culture, Customer Centric Culture, Culture of Leadership Excellence, Safety Culture

34
Q

Organisation Current Workforce Makeup

A

SME: Hire a local workforce due to specific requirement
MNC: Hire a diverse workforce as there is an assent in having diverse global workforce

35
Q

Ethical Standards in Talent Acquisition

A
  1. Legislation
  2. Employer
  3. Employee
36
Q

Process of Recruitment (5)

A
  1. Recruitment Planning
  2. Strategy Development
  3. Sourcing
  4. Screening
  5. Evaluation
37
Q

Recruitment Planning

A

Set target how many type of job applicants will be needed to fill those roles created

38
Q

Strategy Development

A

Decide to hire less skilled employees and invest on training or hire skilled professional who already knows the rope but ask for higher pay

39
Q

Sourcing

A

Collecting relevant data about qualified candidates

40
Q

Screening

A

Closely review candidates

41
Q

Evaluation

A

Number of applications received
Number of qualified applications
Comments/Remarks on the job advertisement posted

42
Q

Procedures for obtaining access accurate job description for a job role (7)

A
  1. Get the Job title right
  2. Start with a short and engaging overview
  3. Avoid exaggerations, Keep it factual
  4. Focus Responsibilities and growth/development
  5. Involve current employee
  6. Create urgency for the position
  7. Include the culture of the organisation

Talent and Acquisition Rewards (8 decks)

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