Chapter_5_Study

Chapter_5_Study - Chapter 5 Forecasting (p 193): The...

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Chapter 5 Forecasting (p 193): The attempts to determine the supply of and demand for various types of human resources to predict areas within the org where there will be future labor shortages or surpluses. 3 steps of planning process (Figure 5.1): You take your forecasts for labor demand and labor supply and 1) create forecasts of labor surplus or shortage. 2)Goal setting and strategic planning, then 3)program implementation and evaluation Leading Indicator (p 194) An objective measure that accurately predicts future labor demand. Transitional matrix (P 195 & table on 196) Matrix showing the proportion (or #) of employees in different job categories at different times and how people move from one job to another in the organization and how many people enter and leave the organization Reasons for Downsizing (p 198-200) 1- Cost reduction 2- closing outdated plants or new technology changes. need less people 3-change location of business 4- Jobs moving out of the US Buyouts (p 201-2) Pay people to leave- depending on their length of service. Early retirement programs.
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Chapter_5_Study - Chapter 5 Forecasting (p 193): The...

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