HROB: 2290 Chapters 5, 6 & 7 Questions
and Answers.
human resources planning (HRP) - Answer forecasting future human resources requirements
to ensure that the organization will have the required number of employees with the right skills
to meet the strategic objective
- proactive approach
- important to link your strategic plan with HRP
Environment scanning - Answer assessment of external factors influencing the organization’s
ability to find and secure talent from the external labor market including economic, competitive,
legislative, social, technological and demographic trends
Enviro scanning: economic conditions - Answer if unemployment rate in a region is low,
recruiting is going to be more aggressive
Enviro scanning: market and competitive trends - Answer compensation policies that lag
behind competitors policies may reult in higher turnover or more difficulties in attracting talent
Enviro scanning: new or revised laws - Answer a raise in minimum wage can inflate the cost of
labour organizations
Enviro scanning: social concerns - Answer healthcare, childcare, eduction
Enviro scanning: technoloigcal changes - Answer new tech developed can be implmented and
significantly reduce labour demands
Enviro scanning: demographic - Answer if the community is majority senoir citizens it may face
difficulty getting diverse or full time workers
Internal sources - Answer present employees who can be trained transferred or promoted to
meet anticipated needs
External sources - Answer people in the labour market not currently working for the
organization, including those who are employed elsewhere and those who are uneployed who
can be expected to join the organization to meet anticipated needs
, Skills inventories - Answer Manual or computerized records summarizing employees'
education, experience, interests, skills, and so on, which are used to identify internal candidates
eligible for transfer or promotion.
management inventories - Answer Records summarizing the qualifications, interests, and skills
of management employees, along with the number and types of employees supervised, duties
of such employees, total budget managed, previous managerial duties and responsibilities, and
managerial training received.
Replacement charts - Answer Visual representations of who will replace whom in the event of
a job opening. Likely internal candidates are listed, along with their age, present performance
rating, and promotability status.
replacement summaries - Answer lists of likely replacements for each position and their
relative strengths and weaknesses, as well as information about current position, performance,
promotability, age and experience
Succession planning - Answer The process of ensuring a suitable supply of successors for
current and future senior or key jobs so that the careers of individuals can be effectively
planned and managed.
Activities for succession planning: - Answer - analysis of the demand for managers in the
company
- audit of executives and projection of likely future supply
- planning of individual career paths
- career counselling and performance-related training and development
- accelerated promotions
- planned strategic recruitment
Markov analysis - Answer a method of forecasting internal labour supply that involves tracking
the pattern of employee movements through various jobs and developing a transitional
probability matrix
forecasting the supply of external candidates - Answer - economic condition
- labour market condition
- occupational market condition (availability of candidates)
Factors to consider when forecasting future HR needs - Answer - projected turnover rate
- quality and nature of employees
and Answers.
human resources planning (HRP) - Answer forecasting future human resources requirements
to ensure that the organization will have the required number of employees with the right skills
to meet the strategic objective
- proactive approach
- important to link your strategic plan with HRP
Environment scanning - Answer assessment of external factors influencing the organization’s
ability to find and secure talent from the external labor market including economic, competitive,
legislative, social, technological and demographic trends
Enviro scanning: economic conditions - Answer if unemployment rate in a region is low,
recruiting is going to be more aggressive
Enviro scanning: market and competitive trends - Answer compensation policies that lag
behind competitors policies may reult in higher turnover or more difficulties in attracting talent
Enviro scanning: new or revised laws - Answer a raise in minimum wage can inflate the cost of
labour organizations
Enviro scanning: social concerns - Answer healthcare, childcare, eduction
Enviro scanning: technoloigcal changes - Answer new tech developed can be implmented and
significantly reduce labour demands
Enviro scanning: demographic - Answer if the community is majority senoir citizens it may face
difficulty getting diverse or full time workers
Internal sources - Answer present employees who can be trained transferred or promoted to
meet anticipated needs
External sources - Answer people in the labour market not currently working for the
organization, including those who are employed elsewhere and those who are uneployed who
can be expected to join the organization to meet anticipated needs
, Skills inventories - Answer Manual or computerized records summarizing employees'
education, experience, interests, skills, and so on, which are used to identify internal candidates
eligible for transfer or promotion.
management inventories - Answer Records summarizing the qualifications, interests, and skills
of management employees, along with the number and types of employees supervised, duties
of such employees, total budget managed, previous managerial duties and responsibilities, and
managerial training received.
Replacement charts - Answer Visual representations of who will replace whom in the event of
a job opening. Likely internal candidates are listed, along with their age, present performance
rating, and promotability status.
replacement summaries - Answer lists of likely replacements for each position and their
relative strengths and weaknesses, as well as information about current position, performance,
promotability, age and experience
Succession planning - Answer The process of ensuring a suitable supply of successors for
current and future senior or key jobs so that the careers of individuals can be effectively
planned and managed.
Activities for succession planning: - Answer - analysis of the demand for managers in the
company
- audit of executives and projection of likely future supply
- planning of individual career paths
- career counselling and performance-related training and development
- accelerated promotions
- planned strategic recruitment
Markov analysis - Answer a method of forecasting internal labour supply that involves tracking
the pattern of employee movements through various jobs and developing a transitional
probability matrix
forecasting the supply of external candidates - Answer - economic condition
- labour market condition
- occupational market condition (availability of candidates)
Factors to consider when forecasting future HR needs - Answer - projected turnover rate
- quality and nature of employees
