HRIR 3021 EXAM 2 (questions &
answers 100% solved!!
What are the main purposes of workforce planning? - ANSWERSWorkforce planning is
essential to
strategic staffing because it identifies and
addresses future challenges to a firm's
ability to get the right talent in place at
the right time.
Boeing case - ANSWERS25% of employees are eligible for retirement, to replace these
employees will take 10-20 years
-issue with workforce planning
3 steps of the HR planning process - ANSWERS1. forecasting
2. goal setting and strategic planning (reducing labor shortages and surpluses)
3. program implementation and evaluation
forecasting - ANSWERSattempts to determine the supply of and demand for various
types of human resources to predict areas within the organization where there will be
labor shortages or surpluses
How are forecasts done? - ANSWERSthree quantitative tools: trend analysis, ratio
analysis and regression analysis
trend analysis - ANSWERSconstructs and applies statistical models that predict labor
demand for the next year, these statistics are called leading indicators
-Statistical planning methods should be implemented when there is a stable pattern
within an industry
ratio analysis - ANSWERSthe process of determining the future demand for human
resources by calculating the ratio between a particular business variable and the
number of employees a company needs.
regression analysis - ANSWERSmultiple regression can convert several leading
indicators into a single prediction of labor needs
Transitional Matrix - ANSWERSa chart that lists job categories held in one period and
shows the proportion of employees in each of those job categories in a future period
Once a forecast for labor has been done, whats next? - ANSWERS-labor supply
Transitional Matrix is a chart that lists job categories held in one period and shows the
proportion of employees in each of those job categories in a future period.
, Besides looking at labor supply the planner needs to look at the external labor market
and the forecasts
Important to forecast shortages and surpluses of workers
How do internal and external considerations affect workforce planning? -
ANSWERSinternal - turnover, employee development, current workforce portfolio,
engagement levels, technology improvements
external- economy, competitors, threat of substitution, suppliers, customer demands,
etc
Describe ways that we can eliminate a labor surplus - ANSWERSnatural attrition/hiring
freeze (people leaving on their own), downsizing, transfers
Describe ways that we can eliminate a labor shortage - ANSWERSovertime, temporary
employees, outsourcing, technological innovation
what is the best way to reduce a labor shortage? - ANSWERSThe best way to reduce a
labor shortage is to employ short term contract workers, and also avoid a labor surplus
as a cost
What the consequences of downsizing are as described in the text? - ANSWERS-
potential to loose core compentencies
-Downsizing has immediate benefits on cost but evidence suggests that it hurts the long
term organizational effectiveness
-employees may be confused and less willing to stay with a company if they are always
firing people
-Downsizing can also get rid of people that are irreplaceable and then when they have
to rehire they may be settling for less value
Why is recruitment a strategic imperative? - ANSWERSRecruitment is a form of
business contest and it is fiercely competitive, they have to identify, attract, and hire the
most qualified people. I
P/j fit - ANSWERSperson/job fit
-has the right KSAOS
-is interested in the work and rewards
-not always your bestfriend but the most fit for the job
P/O fit - ANSWERSperson/organization fit
-understans and supports the core values of the organization as a whole
-people work better when they share the same values
How do the recruiter's traits and behaviors affect the success of the recruiting process?
- ANSWERSUsually, the recruiters are experts in the field and have the most success
when they are warm and informative. They also are expected to supply the right
information to attract job seekers without telling lies or exaggerating, usually this is done
answers 100% solved!!
What are the main purposes of workforce planning? - ANSWERSWorkforce planning is
essential to
strategic staffing because it identifies and
addresses future challenges to a firm's
ability to get the right talent in place at
the right time.
Boeing case - ANSWERS25% of employees are eligible for retirement, to replace these
employees will take 10-20 years
-issue with workforce planning
3 steps of the HR planning process - ANSWERS1. forecasting
2. goal setting and strategic planning (reducing labor shortages and surpluses)
3. program implementation and evaluation
forecasting - ANSWERSattempts to determine the supply of and demand for various
types of human resources to predict areas within the organization where there will be
labor shortages or surpluses
How are forecasts done? - ANSWERSthree quantitative tools: trend analysis, ratio
analysis and regression analysis
trend analysis - ANSWERSconstructs and applies statistical models that predict labor
demand for the next year, these statistics are called leading indicators
-Statistical planning methods should be implemented when there is a stable pattern
within an industry
ratio analysis - ANSWERSthe process of determining the future demand for human
resources by calculating the ratio between a particular business variable and the
number of employees a company needs.
regression analysis - ANSWERSmultiple regression can convert several leading
indicators into a single prediction of labor needs
Transitional Matrix - ANSWERSa chart that lists job categories held in one period and
shows the proportion of employees in each of those job categories in a future period
Once a forecast for labor has been done, whats next? - ANSWERS-labor supply
Transitional Matrix is a chart that lists job categories held in one period and shows the
proportion of employees in each of those job categories in a future period.
, Besides looking at labor supply the planner needs to look at the external labor market
and the forecasts
Important to forecast shortages and surpluses of workers
How do internal and external considerations affect workforce planning? -
ANSWERSinternal - turnover, employee development, current workforce portfolio,
engagement levels, technology improvements
external- economy, competitors, threat of substitution, suppliers, customer demands,
etc
Describe ways that we can eliminate a labor surplus - ANSWERSnatural attrition/hiring
freeze (people leaving on their own), downsizing, transfers
Describe ways that we can eliminate a labor shortage - ANSWERSovertime, temporary
employees, outsourcing, technological innovation
what is the best way to reduce a labor shortage? - ANSWERSThe best way to reduce a
labor shortage is to employ short term contract workers, and also avoid a labor surplus
as a cost
What the consequences of downsizing are as described in the text? - ANSWERS-
potential to loose core compentencies
-Downsizing has immediate benefits on cost but evidence suggests that it hurts the long
term organizational effectiveness
-employees may be confused and less willing to stay with a company if they are always
firing people
-Downsizing can also get rid of people that are irreplaceable and then when they have
to rehire they may be settling for less value
Why is recruitment a strategic imperative? - ANSWERSRecruitment is a form of
business contest and it is fiercely competitive, they have to identify, attract, and hire the
most qualified people. I
P/j fit - ANSWERSperson/job fit
-has the right KSAOS
-is interested in the work and rewards
-not always your bestfriend but the most fit for the job
P/O fit - ANSWERSperson/organization fit
-understans and supports the core values of the organization as a whole
-people work better when they share the same values
How do the recruiter's traits and behaviors affect the success of the recruiting process?
- ANSWERSUsually, the recruiters are experts in the field and have the most success
when they are warm and informative. They also are expected to supply the right
information to attract job seekers without telling lies or exaggerating, usually this is done
