WGU D351 Functions of Human Resource Management - Section 2 – Forecasting with Complete Solutions
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WGU D351 Functions of Human Resource Management
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WGU D351 Functions Of Human Resource Management
WGU D351 Functions of Human Resource Management - Section 2 – Forecasting with Complete SolutionsWGU D351 Functions of Human Resource Management - Section 2 – Forecasting with Complete SolutionsWGU D351 Functions of Human Resource Management - Section 2 – Forecasting with Complete Solutions
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WGU D351 Functions of Human
Resource Management - Section 2 –
Forecasting with Complete Solutions
Describe the process of workflow analysis, and identify why it is important to HRM. -
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. - 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. - 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. - 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. - 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.
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.
Briefly discuss the main items we need to consider before recruiting. - ANSWER-Major
considerations before starting the actual recruiting process include determining when
we should recruit, alternatives to recruitment, the reach of our recruiting efforts, and the
issue of social media and other technology use in recruiting.
Explain the three main types of "fit" in the selection process and why they are important.
- ANSWER-The three types of fit are personality-job fit, ability-job fit, and person-job fit.
They are important because managers are supposed to get the best productivity out of
their workforce. However, not everyone can do everything equally well, so managers
have to treat people differently—but fairly—in order to put the right person in the right
job.
Discuss the major points in the Uniform Guidelines on Employee Selection Procedures
(UGESP). - ANSWER-The UGESP provides guidelines on how to avoid discriminatory
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