HRIR 3021 EXAM #2 COMPREHENSIVE EXAM QUESTIONS
WITH DETAILED VERIFIED AND 100% ACCURATE
ANSWERS BRAND NEW EXAM ALREADY GRADED A+ PASS
Chapter 5 ~ Planning and Recruiting Ans✓✓✓
Workforce Planning Ans✓✓✓ Identifies and addresses future challenges
to a firm's ability to get the right talent in the right place at the right
time. The process analyzes, forecasts, and plans workforce supply and
demand, assesses gaps, and revises strategies for enhancing talent
management.
Main purposes of workforce planning Ans✓✓✓ 1. Identifies workforce
requirements needed for strategic planning
2. Discovers where/if competency gaps exist
3. Plans for internal and external factors
4. Implements workforce shortage and reduction strategies
Internal Considerations Ans✓✓✓ Changes to the nature of the firm's
operations
Internal Consideration Examples Ans✓✓✓ turnover, current workforce
profile, employee performance, engagement levels, and employee
development
External Considerations Ans✓✓✓ The external environment impacts on
the supply of labor
,External Consideration Examples Ans✓✓✓ economy, suppliers, societal
changes, geography, labor market, legislation, technology, customer
demands
Leading indicators Ans✓✓✓ Objective measures that accurately predict
future labor demand
- Retail Sales
- Stock/Housing Market
- Interest Levels
Forecasting Ans✓✓✓ Determines the supply and demand to predict
areas within the organization where there will be labor shortages or
surpluses
What are the 3 quantitative tools for forecasting? Ans✓✓✓ 1. Trend
Analysis
2. Ratio Analysis
3. Regression Analysis
Trend Analysis Ans✓✓✓ Constructs and applies statistical models that
predict labor demand for the next year by using statistics (leading
indicators) from the previous year.
- turnover rates
- skill levels
, - demographics
Ratio Analysis Ans✓✓✓ Studies past ratios in an organization (number
of workers and sales) and then forecasts future ratios based on the past
ratios. This is the quickest forecasting technique and it helps to make
needed changes in the organization or its methods
Regression Analysis Ans✓✓✓ Tests the relationship between the
independent variable (training/work environment) and the dependent
variable (employee performance)
Transitional Matrix Ans✓✓✓ Forecasts people's availabilities as it
shows the movement among employees. The chart lists job categories
held in one period and shows the proportion of employees in each job
category in a future period.
- Where are people now?
- Where are people going?
Goal Setting Ans✓✓✓ What do we need to do to make sure we attract
the right people with the right skills for the job at the right place and
time? Organizations should focus on attracting employees who contain a
core competency
core competency Ans✓✓✓ A set of knowledge and skills that make the
organization superior to competitors and create value for customers
WITH DETAILED VERIFIED AND 100% ACCURATE
ANSWERS BRAND NEW EXAM ALREADY GRADED A+ PASS
Chapter 5 ~ Planning and Recruiting Ans✓✓✓
Workforce Planning Ans✓✓✓ Identifies and addresses future challenges
to a firm's ability to get the right talent in the right place at the right
time. The process analyzes, forecasts, and plans workforce supply and
demand, assesses gaps, and revises strategies for enhancing talent
management.
Main purposes of workforce planning Ans✓✓✓ 1. Identifies workforce
requirements needed for strategic planning
2. Discovers where/if competency gaps exist
3. Plans for internal and external factors
4. Implements workforce shortage and reduction strategies
Internal Considerations Ans✓✓✓ Changes to the nature of the firm's
operations
Internal Consideration Examples Ans✓✓✓ turnover, current workforce
profile, employee performance, engagement levels, and employee
development
External Considerations Ans✓✓✓ The external environment impacts on
the supply of labor
,External Consideration Examples Ans✓✓✓ economy, suppliers, societal
changes, geography, labor market, legislation, technology, customer
demands
Leading indicators Ans✓✓✓ Objective measures that accurately predict
future labor demand
- Retail Sales
- Stock/Housing Market
- Interest Levels
Forecasting Ans✓✓✓ Determines the supply and demand to predict
areas within the organization where there will be labor shortages or
surpluses
What are the 3 quantitative tools for forecasting? Ans✓✓✓ 1. Trend
Analysis
2. Ratio Analysis
3. Regression Analysis
Trend Analysis Ans✓✓✓ Constructs and applies statistical models that
predict labor demand for the next year by using statistics (leading
indicators) from the previous year.
- turnover rates
- skill levels
, - demographics
Ratio Analysis Ans✓✓✓ Studies past ratios in an organization (number
of workers and sales) and then forecasts future ratios based on the past
ratios. This is the quickest forecasting technique and it helps to make
needed changes in the organization or its methods
Regression Analysis Ans✓✓✓ Tests the relationship between the
independent variable (training/work environment) and the dependent
variable (employee performance)
Transitional Matrix Ans✓✓✓ Forecasts people's availabilities as it
shows the movement among employees. The chart lists job categories
held in one period and shows the proportion of employees in each job
category in a future period.
- Where are people now?
- Where are people going?
Goal Setting Ans✓✓✓ What do we need to do to make sure we attract
the right people with the right skills for the job at the right place and
time? Organizations should focus on attracting employees who contain a
core competency
core competency Ans✓✓✓ A set of knowledge and skills that make the
organization superior to competitors and create value for customers
