Workforce Management

Question 1

A workforce analysis typically includes what four areas

Answer 1

supply analysis, demand analysis, gap analysis, and solution analysis.

Question 2

Two techniques used in demand analysis

Answer 2

judgmental forecasts and statistical forecasts

Question 3

During solution analysis, an organization can use which method to solve talent needs or gap?

Answer 3

Building, buying and borrowing

Question 4

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

Answer 4

Replacement planning

Question 5

The planning which is a strategy that targets long-range needs and focuses on the cultivation of talent to satisfy those needs

Answer 5

Succession planning

Question 6

What term refers to the 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 6

Talent management

Question 7

The process of creating, acquiring, sharing, and managing knowledge to augment individual and organizational performance. Effective knowledge management can maintain organizational effectiveness as the workforce changes over time.

Answer 7

Knowledge management (KM)

Question 8

Employees hired to work on a specified job to supplement the regular workforce on a short-term basis or for a specific period of time.

Answer 8

Temporary assignments

Question 9

Employees hired to work directly on the organization’s payroll on a short-term basis or for a specific period of time to rotate among several positions or departments as needed.

Answer 9

Temporary employees

Question 10

The practice of having two different employees performing the tasks of one full-time position.

Answer 10

Job sharing

Question 11

What is the success key between the two employees in job sharing?

Answer 11

Communication

Question 12

Any work arrangement that falls somewhere in between full-time retirement and working full-time; these types of programs allow mature employees to work on a reduced or modified basis as they approach retirement.

Answer 12

Phased retirement

Question 13

Workers who are recruited, screened, and employed by a temporary help firm; the temporary firm assigns individuals to work at client sites for a finite duration (e.g., to cover an employee’s medical/maternity leave).

Answer 13

Finite temporary help

Question 14

Workers hired on a temporary basis (usually through a temporary firm) with the understanding that they may be offered regular employment if they perform competently for a specified time.

Answer 14

Temp-to-hire programs

Question 15

Highly skilled workers (e.g., engineers, data processing specialists) supplied for long-term projects; under contract between the organization and a technical services firm.

Answer 15

Contract workers

Question 16

An organization identifies specific people and refers them to a staffing firm, which employs them and assigns them to work at the organization; arrangement is usually at a lower cost than traditional (finite) temporary help.

Answer 16

Payrolling

Question 17

In an explicit joint venture, an organization transfers all or substantially all employees at a discrete site or facility to the payroll of an employee leasing firm; the firm leases employees back to the organization while handling most of the HR administrative functions (e.g., payroll, benefits).

Answer 17

Employee leasing or professional employer organization (PEO)

Question 18

Which term describes a situation in which an organization shares responsibility and liability for their alternative workers with the alternative staffing supplier.

Answer 18

co-employment, or joint employment

Question 19

Which kind of service an employers often use rather than employees to gain greater workplace flexibility or manage uncertainty associated with entering a new market?

Answer 19

independent contractors (also known as consultants or freelancers)

Question 20

Which party HR should work within writing staffing contracts when orchestrating the terms for flexible staffing?

Answer 20

experienced legal counsel

Question 21

The process of investigating a decision thoroughly before finalizing it to identify all potential factors that could affect the positive and negative impacts of the decision.

Answer 21

Due diligence

Question 22

Which refers to the termination of employment of individual employees or groups of employees for reasons other than performance—i.e., economic necessity or restructuring.

Answer 22

Reduction in force (RIF), or downsizing

Question 23

What are the example applications which a growing number of organizations are investing in the development of sophisticated applications to help them stay in touch with and develop strong relationships with both internal and external members of essential talent pools?

Answer 23

applicant tracking systems & talent management suites

Question 24

Succession planning must be closely tied to and aligned with several other human resource management functions, including:

Answer 24

Career management, Training and learning & Performance management

Question 25

Which planning requires multiple evaluations by different managers on different assignments; testing and broadening early in career?

Answer 25

Succession Planning

Question 26

Which planning requires observation of performance on the job over time; demonstrated competence; progress through the unit?

Answer 26

Replacement Planning