Workforce Management

Question 1

Two key elements of knowledge management (KM aka knowledge-sharing tool)

Answer 1

1) expertise sharing
2) knowledge retention/reduction of knowledge loss due to employee attrition

HR professionals play a key role in fostering knowledge management. They instill a knowledge-sharing attitude in new employees and use training and performance management systems to encourage creativity, innovation, and knowledge transfer.

Question 2

Replacement planning vs. Succession planning

Answer 2

replacement planning focuses on the short term (1-12 months) and succession planning focuses on the long term (12-36 months). Both are important in headquarters as well as nonheadquarters countries.

Approach of succession planning: Succession planning takes a long-range, strategic view and considers the entire organization and its business conditions.

Question 3

List & describe 4 alternative staffing options

Answer 3

Job sharing is the practice of having two different employees perform the tasks of one full-time position. Each of the job-sharing partners works a part-time schedule, but together they are accountable for the duties of one full-time position.

On-call workers are employees who report to work only when needed.

Seasonal workers work only when needed to fulfill the ebb and flow of seasonal demands.

Contract workers are used for long-term projects.

Question 4

Steps in a workforce analysis

Answer 4

four-step process that begins with a 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?).

Supply -> Demand -> Gap -> Solution

Question 5

4 steps to develop a knowledge management system

Answer 5

Inventory knowledge assessment (people, documents, etc.)

Create a knowledge repository and directory (Intranet…)

Encourage system use (performance review, knowledge sharing activities)

Update the system (review and update ongoing)

Question 6

Compressed workweek

Answer 6

A compressed workweek is an alternative work schedule that allows employees to work longer days for part of the week or pay period, in exchange for shorter days or a day off each week or within the same pay period.

Examples include a 4/10 or 9/80 work schedule.

Question 7

Supply Process (Where are we now? What do we have)

Answer 7

Question 8

Demand analysis (Where do we want to be? What do we need?)

Answer 8

Question 9

Gap analysis (What is lacking? What knowledge, skills or abilities currently exist and are needed in the future?)

Answer 9

Question 10

Solution analysis (What can we afford? How will we get what we need?)

Answer 10

Question 11

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

Answer 11

Succession planning

applies to employees at all levels of the organization. It should not be applied exclusively to senior management. Although succession plans typically identify current management employees, nonmanagement employees who show promise should not be overlooked.

Question 12

concentrates on immediate needs and a “snapshot” assessment of the availability of qualified backup for individuals in key positions

Answer 12

Replacement planning

Question 13

3 Common mistakes made in succession planning

Answer 13

Basing future staffing needs on only past or current experiences.

Developing succession plans in isolation.

Making it a once-a-year event instead of an ongoing management activity.

Question 14

3 items used to evaluate succession planning

Answer 14

Employee satisfaction with personal development initiatives.

Management satisfaction with employee performance and job readiness.

The extent of goals achieved and the time to full-function attainment.