WEEK 2

Question 1

Workforce planning

Answer 1

a strategic process.
aligning an
organization’s human resource capabilities with its business goals

Question 2

Factors Affecting HR in Manpower Planning

Answer 2

1. Economic Conditions
2. Industry Trends
3. Regulations and Compliance
4. Company Size and Structure
5. Demographics
6. Technological Advancements
7. Globalization
8. Employee Turnover
9. Skill Shortages
10. Competitive Landscape

Question 3

Employee turnover

Answer 3

refers to the total number of workers who leave a company over a certain time period.

Question 4

Human Resource Information Systems (HRIS)

Answer 4

It centralizes
crucial workforce data, making it easier for HR professionals to assess and plan
staffing needs.

Question 5

Applicant Tracking Systems (ATS)

Answer 5

ATS automates the recruitment process, from
posting job openings to selecting the ideal candidate. It simplifies candidate
sourcing, resume screening, and interview scheduling. In other words, ATS saves
valuable time and greatly improves recruitment efficiency.

Question 6

Data Analytics and Business Intelligence Tools.

Answer 6

These tools empower HR professionals to mine data for
insights about workforce trends, employee performance, and attrition rates

Question 7

Talent Management Software

Answer 7

encompasses
tools for performance management, learning and development, and succession
planning. These systems help in identifying high-potential employees and
developing talent pipelines. Think of it as your talent incubator.

Question 8

Workforce Planning Software

Answer 8

provides a holistic view of your
workforce. It helps HR professionals create and manage workforce plans, analyze
workforce data, and assess the impact of different scenarios on staffing. It’s like
having a crystal ball that allows you to plan for multiple contingencies.

Question 9

Human Capital Theory

Answer 9

suggests that an individual’s knowledge, skills, education, and
experiences are like investments that enhance their productivity, which, in turn,
improves the organization’s overall performance and success. says that people can boost their ability to be productive by getting
more education and training to improve their skills.

Question 10

Labor Market Analysis

Answer 10

It tells
you about stuff happening outside your organization that can affect how you hire and
keep your employees

Question 11

Scenario Planning

Answer 11

to figure out what your team might
need and how to handle problems that could pop up because of changes in how
business works.

Question 12

Skills Gap Analysis

Answer 12

figuring out the difference between the skills an organization really needs and the
skills its employees currently have.

Question 13

Organizational Development Theories

Answer 13

all about teaching people to get better at
their jobs and make the organization work smoothly, especially during times of
change.

Question 14

Steps in workplace planning

Answer 14

1. Strategic Direction
2. Supply Analysis
3. Demand Analysis
4. Gap Analysis
5. Solution Implementation
6. Monitoring Progress

Question 15

1. Strategic Direction

Answer 15

– Understand key mission goals and future
objectives set by organization leadership and how the workforce needs to be
aligned to achieve them.

Question 16

2. Supply Analysis –

Answer 16

Understand the current workforce and how it is
projected to change over time, due to attrition and other trends

Question 17

3. Demand Analysis –

Answer 17

Understand the organization’s current and future
workforce requirements.

Question 18

4. Gap Analysis

Answer 18

Understand the gaps between workforce demand and
supply and define the top priority gaps with the greatest impact on
organizational performance.

Question 19

5. Solution Implementation

Answer 19

The appropriate workforce interventions and
activities to close identified workforce gaps and enable your organization to
meet its strategic goals.

Question 20

6. Monitoring Progress

Answer 20

Monitor the performance of solutions and their
impact on the gaps they were designed to address, and continuously improve
the solutions to maximize their effectiveness.

Question 21

Analysis of workforce

Answer 21

● Work-flow design
● · Organization structure

Question 22

● Work-flow design

Answer 22

the process of analyzing the
tasks necessary for the production of a product or service prior to
allocating and assigning these tasks to a particular job category or
person

Question 23

Organization structure

Answer 23

Refers to the relatively stable and formal network of vertical and
horizontal interconnections among jobs that constitute the
organization. Whereas work-flow design provides a longitudinal
overview of the dynamic relationships by which inputs are converted
into outputs

Question 24

Two of the most critical dimensions of organization structure

Answer 24

1. Centralization
2. Departmentalization

Question 25

Job Analysis

Answer 25

Refers to the process of getting detailed information about jobs. It is important
for organizations to understand and match job requirements and people to
achieve high-quality performance

Question 26

Job Descriptions

Answer 26

An essential part of job analysis is the creation of job descriptions. A job
description is a list of the tasks, duties, and responsibilities (TDRs) that a job
entails.

Question 27

Job Specifications

Answer 27

looks at the qualities or requirements the person
performing the job must possess

Question 28

Job design

Answer 28

The process of defining how work will be performed and the tasks that will be
required in a given job.

Question 29

Job redesign

Answer 29

Refers to changing the tasks or the way work is performed in an existing job.

Question 30

The interdisciplinary Approach

Answer 30

● Mechanistic Approach
● Motivational Approach
● Biological Approach
● Perceptual – Motor Approach