D351 Section 2 Forecasting, Planning, Recruiting, Selection
Quiz 66 Questions with Verified Answers
Describe the process of workflow analysis, and identify why it is important to
HRM. - CORRECT ANSWER 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).
Identify the five major options available and expected outcomes of the process of
job analysis. - CORRECT ANSWER (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
Identify and describe the four major tools for motivational job design. - CORRECT
ANSWER (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.
, Discuss the two types of HR forecasting and the three most common quantitative
forecasting methods. - CORRECT ANSWER 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:
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.
Identify the major options when the organization is faced with a labor surplus or
shortage. - CORRECT ANSWER 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.
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