D351 Topic 3 FLASHCARDS

statistical and judgmental

the two most common forecasting techniques to project an organizations demand for HR

Develop data, establish objectives, HR Programing, HR evaluation

the four steps of the HR planning process

Simple linear regression

Multiple linear regression

productivity ratios

human resource ratios

time series analysis

stochastic analysis

The six STATISTICAL demand forecasting methods

managerial estimate

Delphi technique

nominal grouping

the three JUDGEMENTAL demand forecast method

Simple linear regression

should be used when any variable related to employment is used to determine labor demand

Multiple linear regression

used when more than one variable is used to determine labor demand

time series analysis

used when past data is used to forecast demand

succession planning & replacement planning

the two judgmental supply method techniques

Secession planning

a business plan for identifying and developing certain people who will be able to fill key leadership roles

Replacement planning

the plan for who will replace current employees and uses charts to show the names of the current occupants of positions and the names of likely replacements

Attraction and reduction

the two types of employee action programs

Attraction

my include increasing employee self control, communications, emphasizing intrinsic rewards, creating more broadly defined job roles

Reduction

reducing the amount of employees which could involve stuff like outplacement counseling, buyouts, and job transfers

Job analysis

the first step an organization takes when creating a new role/job

Forecasting human needs

Helping execute the company business strategy

Ensuring the right people are in the right jobs at the right time

ways in which HR benefits an organization

developing data

determining links between corporate and HR policies

Ensuring correct supply of employees

controlling and evaluating HR plans and programs

The HR planning process