Unit 4: Workforce Planning and Talent Management

These flashcards cover key terms and concepts related to workforce planning and talent management.

Workforce Planning

A process that determines the Human Capital needed, analyzes what is available, and identifies the actions required to ensure the right people are in the right place at the right time.

Talent Management

The recruitment and deployment of human resources within an organization to meet its strategic objectives.

Human Resources Demand

The organization’s projected requirement for human resources.

Human Resources Supply

The source of workers to meet demand requirements, obtained either internally or externally.

Performance Management

A continuous process where managers and employees collaborate to plan, monitor, and review skills and accomplishments.

Succession Management

The process of ensuring that pools of skilled employees are trained and available to meet the organization’s strategic objectives.

Forecasting Process

The process involving determining demand, ascertaining supply, calculating net requirements, and instituting programs for deficits or surpluses.

Scenario Planning

A proposed sequence of events with its own set of assumptions and associated program details.

Contingency Planning

Plans implemented in response to unanticipated changes to organizational or environmental factors.

Markov Analysis

A quantitative model that analyzes patterns of movement to and from jobs in an organization.

Linear Programming

A complex mathematical procedure used to determine the best supply mix solution to minimize costs or other constraints.

Coaching Managers

Guiding managers on how to set goals and expectations with employees.

Employee Value Proposition

A statement that outlines the unique benefits and values that an organization offers to its employees.

Retention Strategies

Measures implemented to keep top talent within the organization.

Aptitude Tests

Tests measuring a person’s ability to learn or perform certain tasks.

Exit Interviews

Confidential interviews with resigning employees conducted to gather feedback on their experience and reasons for leaving.

Behavioural Methods in Performance Management

Methods that assess observable actions leading to high performance.

Occupational Health and Safety

Practices aimed at ensuring workplace safety and managing employment liability.

Job Family Competencies

Skills and behaviors needed that are related to a specific job family.

Developmental Planning Process

Developing plans for employees that are designed to fill gaps between current and future organizational skills needs.

Recruitment Strategies

Plans devised to attract and secure desirable candidates for employment.