Unit 4 Flashcards
1
Q
- What is (are) the purpose(s) of HR planning?
A
- HR planning usually precedes the more visible parts of the hiring process, which are advertising for potential employees and interviewing a subset of these applicants (typically) to select someone. HR planning is designed to align recruitment and selection efforts with an organization’s broader priorities.
2
Q
- What are recruitment and selection, and how are they different?
A
- Recruitment efforts are typically driven by planning estimates about the number of workers an employer will need to hire to each job.
- Once a pool of applicants has been generated, an organization must decide whom to hire. Selection is the process of choosing individuals who have the relevant qualifications to fill existing or projected job openings
3
Q
- What constraints do organizations face in the ways in which they select employees?
A
- This divergence of theory and practice in selection may reflect a cost-benefit analysis by employers. Although a bad hiring decision can be expensive for an organization, that risk is largely notional: It may not happen, and a more elaborate hiring process may not prevented it.
- A second reason that organizations may not undertake an extensive selection process is related to applicant fatigue and attrition. While the recruitment and selection process involves an organization making a decision about a potential worker, it also entails a potential worker making a decision about an organization.
4
Q
behavioural interview
A
- A behavioural description interview (BDI) focuses on actual work incidents in the interviewee’s past. The BDI format asks the job applicant what he or she did in a given situation. For example, to assess a potential manager’s ability to handle a problem employee, an interviewer might ask, “Tell me about the last time that you disciplined an employee.” Such an approach to interviewing, based on a critical incidents job analysis, assumes that past performance is the best predictor of future performance. It also may be somewhat less susceptible to faking. Research indicates that the BDI is more effective than the situational interview for hiring higher-level positions such as general managers and executives.
5
Q
Forecasting
A
- predict or estimate (a future event or trend).
6
Q
downsizing
A
- make (a company or organization) smaller by eliminating staff positions.
7
Q
employment equity
A
- Employers may also be subject to employment and pay equity requirements. Employment equity laws require employers in the federal jurisdiction to engage in proactive steps to increase the representations of women, persons with disabilities, visible minorities, and Indigenous persons
8
Q
external recruiting
A
- External recruitment is when the business looks to fill the vacancy from any suitable applicant outside the business.
9
Q
fly-in fly-out workers
A
- Fly-in fly-out is a method of employing people in remote areas by flying them temporarily to the work site instead of relocating employees and their families permanently. It is often abbreviated to FIFO when referring to employment status.
10
Q
human resource (or workforce) planning
A
- HR planning usually precedes the more visible parts of the hiring process, which are advertising for potential employees and interviewing a subset of these applicants (typically) to select someone. HR planning is designed to align recruitment and selection efforts with an organization’s broader priorities.
11
Q
internal recruiting
A
- Internal recruiting is the process of filling vacancies within a business from its existing workforce
12
Q
labour demand
A
- In economics, the labor demand of an employer is the number of labor-hours that the employer is willing to hire based on the various exogenous variables it is faced with, such as the wage rate, the unit cost of capital, the market-determined selling price of its output, etc.
13
Q
labour shortage
A
- In its narrowest definition, a labour shortage is an economic condition in which employers believe there are insufficient qualified candidates (employees) to fill the marketplace demands for employment at a wage that is mostly employer-determined.
14
Q
labour supply
A
- In mainstream economic theories, the labour supply is the total hours that workers wish to work at a given real wage rate.
15
Q
labour surplus
A
- Surplus labor is a concept developed by Karl Marx in the nineteenth century to describe the production of surplus value and profit. It refers to the labor that produces a value beyond that which is needed for the subsistence of the worker or workers who perform it.