HUMAN RESOURCE PLANNING

EXTERNAL FACTORS

these come from outside the organization

INDUSTRY COMPETITION

competition for customers and talent within the industry

TECHNOLOGICAL ADVANCEMENTS

new technology changes jobs and skill requirements

REGIONAL POPULATION GROWTH

changes in population size within a location

ECONOMIC CONDITIONS

the state of the economy

CURRENT EMPLOYEE SATISFACTION

how satisfied employees are with their jobs

VALIDITY

measures: is it measuring the right thing?

the test/appraisal measures what it is supposed to measure

accuracy of measurement

RELIABILITY

measures: is it consistent?

same result even if repeated under same conditions

consistency

CONSISTENCY

stable and uniform results over time or raters

no random changes in evaluation

fairness across time and rate

INTERNAL FACTORS

these come from inside the organization

CAREER PATH

the planned sequence of jobs, positions, or promotions that an employee may follow during their career

SENIORITY

refers to the length of time an employee has worked in an organization

CAREER VOLATILITY

refers to frequent or unpredictable changes in a person’s career due to: technology, economic changers, etc.

STATIC CAREER

a career with little or no movement, promotion or change over time

MOBILITY TRACK

a planned movement of employees within an orgnization

VERTICAL MOBILITY

promotion

HORIZONTAL MOBILITY

Transfer

CROSS FUNCTIONAL MOBILITY

movement across departments

FUNCTIONAL FORECASTING

forecasting future HR needs based on organizational functions or departments

TIME TO FILL

numbers of days from job opening until position is filled

APPLICANT SATISFACTION

measures how satisfied applicants are with the recruitment process