Workforce Planning

Question 1

One of HR’s key roles has been staffing the organization: identifying organizational ____ _____ needs and then providing an adequate supply of _____ _____ for jobs.

Answer 1

Human capital, qualified individuals

Question 2

____ ____ is the first step in the _____ management process. It involves all the activities needed to ensure that workforce size and competencies meet current and future organizational and individual needs.

Answer 2

Workforce Planning, Workforce

Question 3

Workforce planning strategically aligns an _____ _____ ____ with its business direction.

Answer 3

organization’s human capital

Question 4

During ____ _____, the current state of the ____ is defined, gaps in size and competency are identified, and steps required to prepare for future needs are developed.

Answer 4

workforce planning. workforce

Question 5

A ____ _____ gathers data about the current workforce and forecasts future workforce needs. This information is analyzed to provide the data to support the organization’s staffing strategy.

Answer 5

Workforce analysis

Question 6

A workforce analysis typically includes six areas: strategic ____, ____ analysis, ____ analysis, ____ analysis, _____ analysis, and evaluating workforce planning impact.

Answer 6

Focus, supply, demand, gap, solution

Question 7

A _____ ______is an important part of a workforce analysis. It identifies the current makeup of the employees in terms of their demographics, skills, competencies, and performance levels.

Answer 7

Workforce profile

Question 8

_____ is defined as the act of replacing employees leaving an organization or the attrition or loss of employees.

Answer 8

Turnover

Question 9

The ____ _____ is a metric that is normally expressed using an annualized formula that tracks the number of separations and the total number of workforce employees per month.

Answer 9

turnover rate

Question 10

To calculate the annualized employee ____ _____, the HR manager: Divides the total number of employees for the year (2,704) by 12 months. This yields an average monthly workforce of 225 employees. Divides the number of separations for the year by the average number of employees per month: 65 divided by 225 equals 28.9%.

Answer 10

turnover percentage

Question 11

Two techniques used in demand analysis are ______ forecasts and _______ forecasts. In both, the basic issue is forecasting the number of employees and the skills required to meet future organizational goals.

Answer 11

Judgmental, statistical

Question 12

____ _____ apply expert ______ to information from the past and present to predict future conditions and staffing needs and to understand opportunities and threats that can affect the staffing plan.

Answer 12

Judgmental forecasts, judgment

Question 13

Statistical forecasts generally fall into two categories: ______ ______ and ________.

Answer 13

Regression analysis, simulations

Question 14

Regression analysis can be subdivided into two types: _____ _____ and _____ ______ _______.

Answer 14

simple linear and multiple linear regression

Question 15

_____ ______ _____is a projection of future demand based on a past relationship between employment level and a single variable related to employment. For example, a statistical relationship between gross sales and the number of employees might be useful in forecasting the number of employees needed in the future if sales increase by 25%.

Answer 15

simple linear regression

Question 16

_______ ______ ______ operates the same as simple linear regression, except that several variables are used to project future demand. For example, hours of operation might be added to gross sales to determine the number of employees needed.

Answer 16

Multiple linear regression

Question 17

_______ are representations of real situations in abstract form; they are often referred to as “what if” scenarios. They provide organizations with the opportunity to speculate as to what would happen if certain courses of action are pursued. For example, an organization might consider the ramifications of changing a compensation system or doing business online.

Answer 17

Simulations

Question 18

In the workforce analysis process, what comes after supply analysis, and demand analysis?

Answer 18

Gap analysis

Question 19

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 19

Gap analysis

Question 20

A ______of staffing can result from a number of factors, including operation efficiencies, new technology, lower attrition rates, and changes in the organization.

Answer 20

Surplus

Question 21

Once the gaps have been identified, they must be analyzed and prioritized to determine which ones will be addressed. Rarely can all gaps be addressed at the _____ ______ or completed in the one- to three-year time frame of a typical staffing plan. High-priority gaps are used as the basis for defining the plan’s _____ ______.

Answer 21

same time, tactical objectives

Question 22

Permanence, impact, control, evidence, and root causes are used to establish priorities and make recommendations when it comes to ____ prioritization.

Answer 22

Gap

Question 23

The ____ _____ is an examination of how the organization can get what it needs to meet the tactical objectives within budget constraints. Solution analysis 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 23

Solution Analysis

Question 24

What are the four “B”s in solution analysis?

Answer 24

Building, buying, borrowing, and bridging.

Question 25

____ of ____ ____ of _____Statistics (BLS) conducts ongoing surveys of employers, analyzes the data, and then produces estimates on jobs, wages, the labor force, employment and unemployment, layoffs, and numerous other workforce-related statistics. Some state agencies in the U.S. also publish workforce data. The International Labour Organization (ILO) publishes Key Indicators of the Labour Market, which compiles data from 18 countries.

Answer 25

Department of Labor’s Bureau of Labor

Question 26

The ultimate goal of the ____ _____ process is to create a staffing plan that will be in alignment with the organization’s strategic plan and support the future needs of the organization.

Answer 26

workforce analysis

Question 27

The SMARTER goal acronym is used in organizations to improve the way goals are planned and evaluated. What does the acronym stand for?

Answer 27

specific, measurable, achievable, relevant, time-based, evaluated, and revised.