Exam1 FC5 - The flashcards are formatted for printing Therefore the term on the left side of the card corresponds to the definition on the right

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1. Application forms 2. Selection tools to screen out applicants 3. Interview 1. Decide what positions to fill 2. Build a pool of candidates 3. Have candidates complete applications 4. Use selection techniques 5. Decide who to
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make an offer to
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Recruitment and selection process: Hurdles in the recruitment and selection process:
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Employment or Personal Planning Recruitment and Selection Process
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A series of hurdles aimed at selecting the best candidate for the job. The process of deciding what positions the firm will have to fill and how to fill them.
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Forecast Succession Planning
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The process of deciding how to fill the company’s most important executive jobs. Determine overall personnel needs and the supply of inside and outside candidates.
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Ratio Analysis Trend Analysis
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The study of a firm’s past employment needs over a period of years to predict future needs. A forecasting technique for determining future staff needs by using ratios between a causal factor and the number f employees needed; assumes that the relationship between the causal factor and
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staffing needs is constant.
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Scatter Plot Scatter Plot
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A graphical method used to help identify the relationship between two variables. They focus on projections and historical relationships and assume that the firm’s existing structure and activities will continue into the future; generally do not consider the impact the
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company’s strategic initiatives may have on future staffing levels.
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Scatter Plots Scatter Plots
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They tend to support compensation plans that reward managers for managing ever- larger staffs, and will not uncover managers who expand their staffs irrespective of strategic needs. They tend to bake in the nonproductive idea that increases in staff are inevitable; tend to validate and institutionalize existing planning processes and ways of doing things, even in the face of
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rapid change.
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Computerized Forecasts Computerized Forecasts
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The use of software packages to determine future staff needs by projecting sales, volume of production, and personnel required to maintain a volume of output; generates figures on average staff Typical metrics include direct labor hours required to product one unit of product (a measure of productivity), and three sales projections – minimum, maximum, and probable.
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levels required to meet product demands as well as forecasts for direct labor, indirect staff, and exempt staff.
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Personnel Replacement Charts Qualifications Inventories
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Manual or computerized records listing employees’ education, career and development interests, languages, special skills, and so on, to be used in selecting inside candidates for Company records showing present performance and promotability of inside candidates for the most important positions.
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promotion.
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Human Resource Information System (HRIS) Position Replacement Card
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A card prepared for each position in a company to show possible replacement candidates and their qualifications. Computerized inventory
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This note was uploaded on 09/08/2011 for the course MAN 3301 taught by Professor Bogumil,w during the Spring '08 term at University of Central Florida.

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Exam1 FC5 - The flashcards are formatted for printing Therefore the term on the left side of the card corresponds to the definition on the right

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