Chapter 4- Planning for and Recruiting Human Resources

Stages of Work Force Planning

Forecasting, Goal Setting, Strategic Planning

Work Force Forecasting

The attempts to determine the supply of and demand for various types of human resources to predict areas within organizations where there will be labour shortages or surpluses.

Trend Analysis

constructing and applying statistical models that predict labor demand for the next year, given relatively objective statistics from the previous year

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

core competency

a set of knowledge and skills that make the organization superior to competitors and create value for customers

downsizing

the planned elimination of large numbers of personnel with the goal of enhancing the organization's competitiveness

Workforce Utilization Review

a comparison of the proportion of employees in protected groups with the proportion that each group represents in the relevant labor market

Succession Planning

the process of identifying and tracking high-potential employees who will be able to fill top management positions when they become vacant

Recruiting

any activity carried on by the organization with the primary purpose of identifying and attracting potential employees

Yield Ratio

a ratio that expresses the percentage of applicants who successfully move from one stage of the recruitment and selection process to the next