Workforce Management

Question 1

identifies the staffing levels and competencies that are currently available

Answer 1

Supply analysis

Question 2

determines the staffing levels and competencies that will be needed in the future

Answer 2

Demand Analysis

Question 3

This is the process of comparing the supply analysis to the demand analysis to identify the differences in staffing levels and competencies needed for the future.

Answer 3

gap analysis

Question 4

________ focus on closing high-priority gaps in the near term (as opposed to the long-term HR strategic objectives)

Answer 4

Tactical objectives

Question 5

This is an examination of how the organization can get what it needs to meet the tactical objectives within budget constraints. It considers whether an organization should have a continuous recruitment program or wait until vacancies appear before engaging in an intensive effort to fill openings.

Answer 5

Solution Analysis

Question 6

During solution analysis, an organization decides whether to “build,” “buy,” or “borrow” the talent needed to attain the staffing levels and competencies required to meet the tactical objectives. What does “Building” refer to?

Answer 6

“Building” the talent refers to redeploying as well as training and developing the current workforce to meet the future needs of the organization.

Question 7

describes—in some detail—how the tactical objectives are going to be achieved through the delegation of tasks and the application of resources.

Answer 7

Staffing Plan

Question 8

Planning approaches for a staffing plan may vary within organizations, but the important points are that the processes should be:

Answer 8

Consistent with other HR planning initiatives.

Collaborative and easily understood by all participants.

Accepted by those responsible for implementing the plan.

Question 9

Members of a specific________ (e.g., high-potential employees or potential global assignees) are employees who meet a set of formal identification criteria

Answer 9

Talent Pool

Question 10

an important talent management strategy to help identify and foster the development of high-potential employees

Answer 10

Succession Planning

Question 11

Knowledge management programs typically focus on two key elements:

Answer 11

Expertise sharing and organizational learning

Knowledge retention and the reduction of knowledge loss due to employee attrition

Question 12

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

Answer 12

Joint employment

Question 13

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 13

Succession Planning

Question 14

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

Answer 14

Replacement Planning

Question 15

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 15

Talent Management

Question 16

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

Answer 16

Workforce Management

Question 17

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

Answer 17

Co-employment

Question 18

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 18

Workforce Analysis

Question 19

_________ , or outsourcing, allows an outside organization to fully run and staff the department.

Answer 19

Managed services

Question 20

Workforce analysis is a four-step process that begins with a _____________

Answer 20

supply analysis (Where are we now?), followed by a demand analysis (Where do we want to be?), a gap analysis (What is lacking?), and a solution analysis (What can we afford?).

Question 21

HR has been asked to target and identify how the organization’s strategic plans can be realized over a three-year scope. This will necessitate examining current organizational competencies against those needed in the future and reconciling the differences. Which process should HR recommend to assist the organization in making these determinations?

Answer 21

Workforce Analysis

Workforce analysis would allow HR to mine employee data, evaluate the internal environment, and forecast future external conditions. HR professionals can use the analysis to support and sustain organizational objectives and strategies.