Exam 2 Review Sheet

Exam 2 Review Sheet - CH.5 Planning for and Recruiting...

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CH.5 Planning for and Recruiting Human Resources Human resource planning: definition (pp. 118-119) Identifying the numbers and types of employees the organization will require to meet its objectives. Human resource planning compares the present state of the organization with its goals for the future, then identifies what changes it must make in its human resources to meet those goals. Step 1: Forecasting labor demand and labor supply (pp. 119-122) In personnel forecasting, the HR professional tries to determine the supply of and demand for various types of human resources. The primary goal is to predict which areas of the organization will experience labor shortages or surpluses. Can use statistical methods or judgment. o Statistical methods – capture historic trends in a company’s demand for labor. Forecasting the demand for labor o Trend analysis – constructing and applying statistical models that predict labor demand for the next year, given relatively objective statistics from the previous year. Leading indictors – objective measures that accurately predict future labor demand. Determining Labor Supply o Transitional matrix – 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. It answers two questions: “Where did people who were in each job category go?” and “Where did people now in each job category come from?” (pp. 122-128, HR How To on p. 126, case on pp. 146-147) The goals come directly from the analysis of labor supply and demand. They should include a specific figure indicating what should happen with the job category or skill area and a specific time-table for when the results should be achieved . For each goal, the organization must choose one or more human resource strategies. The options differ widely in their expense, speed, and effectiveness. o Options for reducing a labor surplus cause differing amounts of human suffering. o The options for avoiding a labor shortage differ in terms of how easily the organization can undo the change if it no longer faces a labor shortage. o Another consideration in choosing an HR strategy is whether the employees needed will contribute directly to the organization’s success. Organizations are most likely to benefit from hiring and retaining employees who provide a core competency (a set of knowledge and skills that make the organization superior to competitors and create value for customers. Strategies to manage a surplus Downsizing o The planned elimination of large numbers of personnel with the goal of enhancing the organization’s competitiveness. To promote future competitiveness by meeting four objectives: 1. Reducing costs 2. Replacing labor with technology 3. Mergers and acquisitions 4. Moving to more economical locations o Disadvantages Leads to a loss of talent and it often disrupts the social networks through which people
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This note was uploaded on 05/08/2010 for the course MGT 352 taught by Professor Ehrhart during the Spring '10 term at San Diego State.

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Exam 2 Review Sheet - CH.5 Planning for and Recruiting...

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