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WGU D351 Functions of Human Resource Management - Section 2 -
Fore casting
1. Describe the process of workflow analysis, and identify why it is
important to HRM.: Start with identifying the end result Then, determine the
required steps or activities to create the end result Analyze the tasks that need to
be performed to create the output Identify the necessary inputs for carrying out the
steps and performing tasks. The four M's: machines (tools, equipment, and
machines), material (physical resources used in production), manpower (the people
needed in a particular production process), and money (the capital that must be
spent to perform our processes).
2. Identify the five major options available and expected outcomes of the
process of job analysis.: (1) Questionaries - ask questions that help identify the
functions that are a part of a particular job. (2) job analysis interview - questions are
asked verbally, usually of the incumbent, and the answers are compiled into a job
profile. (3) diaries - where workers maintain a work log of the tasks they accomplish
as they do their jobs. (4) observation of the worker at work - an observer shadows
the worker and logs tasks performed over time. (5) subject matter expert (SME)
panels - chosen for their knowledge of a set of jobs, help identify the major tasks
within those jobs. || The expected outcomes of the process are the job description
and the job specifications
3. Identify and describe the four major tools for motivational job design.:
(1) Job simplification - the process of eliminating or combining tasks and/or
changing the work sequence to improve performance (makes jobs more
specialized). (2) Job expansion - jobs can be expanded through rotation,
enlargement, and enrichment (makes jobs less specialized). (3) Team-based job
design - gives the team an entire piece of work. It is a form of job enrichment that
can increase the workers' autonomy, task identity, and task significance. (4) flexible
job design - includes flextime, job sharing, telecommuting, and compressed
workweeks, allows us to target individuals who have time constraints in their lives
outside of work so that we can get better recruits and, ultimately, employees than
we would otherwise be table to target.
4. Discuss the two types of HR forecasting and the three most common
quantitative forecasting methods.: 1) Quantitative forecasting uses mathematics
to forecast future employment needs based on historical data.
2) qualitative forecasting uses individual or collective industry and work expertise to
forecast employment needs in the future.
The three most common quantitative methods include the following:
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, WGU D351 Functions of Human Resource Management - Section 2 -
Fore casting
Trend analysis allows the company to look at historical trends—for instance,
whether employment went up or down in a given year and how the number of
employees related to revenue or productivity—and make judgments from those
trends.
Ratio analysis calculates specific values by comparing a business factor with the
number of employees needed.
Regression analysis is a statistical technique using a regression diagram made from
historical data points to predict future needs presented with a y- and x-axis.
5. Identify the major options when the organization is faced with a labor
surplus or shortage.: Options when faced with a surplus of employees include the
following: (1) layoff - terminating employees to improve organizational efficiency and
effectiveness. (2) pay reduction - lowers the rate of pay for groups of employees
within the organization. (3) Work sharing occurs when we cut the hours available to
each worker per week or monthly because fewer work hours are available for the
company. (4) natural attrition - lowering employee numbers by not refilling jobs
when turnover occurs. (5) hiring freeze - allow natural attrition, but do NOT create
any jobs, even if they are needed (stops all hiring). (6) retraining and transferring
workers from one job to another may allow us to lower the number of workers in a
particular part of our business. Still, it will only work if we have too many employees
in one type of job and too few in another. (7) Early retirement can be a valuable
option; employees are given the choice of leaving the company before they normally
retire.
Methods for mitigating employment shortages include these options: (1) overtime -
the quickest and easiest way to fix a shortage. (2) Hiring temporary workers -
another quick method of overcoming a worker shortage. (3) retrain workers - if we
have a surplus of employees in another part of the company. (4) outsourcing (5)
reduce turnover (6) hiring new employees (7) technological innovation - help
alleviate a shortage if we can create machinery that can do the job of a human
being.
6. Identify the impact current trends are having on workforce management.:
The gig economy is a continuing trend. However, these opportunities are more
organized and easier to find through the use of apps. The apps allow businesses to
more easily match job needs with particular skill sets. An increase in technological
innovations is allowing greater insight into common employment issues. AI
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