2nd exam

• Human Resource Planning- HRM practice that helps managers in predicting the various HR needs relating to acquiring, positioning and utilizing employees.
• Human Resource Planning- also defined as an HR undertaking that ascertains the company's present and subsequent HR needs.
• Strategic planning- organization's process of formulating and implementing its strategies and assessing the effects on the internal and external environment of the firm.
• Forecasting- predicting the company's future human resource needs. Challenging and complex, but definitely vital to the long-term performance of an organization.
• Forecasting:

  Three Major Considerations

  a) predicting demand for labor b) predicting supply of labor

  c) reconciling the gap between demand and supply of labor.
• QUANTITATIVE APPROACHES- method covers the use of numerical information or mathematical. The most commonly used approaches are trend analysis, ratio analysis, and regression analysis.
• Trend Analysis - this approach is based on the assumption that past trends will continue into the future
• Ratio analysis- process of anticipating future HR demands by calculating the precise ratio between certain variables. This method is considered more accurate than trend analysis.
• Regression analysis- identical to both trend and ratio analyses in such a way that forecasts are based upon the relation between certain predictors like sales volume and number of employees. The organization draws lines and marks called a scatter diagram
• QUALITATIVE APPROACHES- predict future HR needs based on the opinions or gut feel of some selected members of the organization. This method is often seen as subjective and judgmental hence, biases are most likely to occur.
• Delphi Technique- qualitative forecasting method that aims to minimize biases of forecast by seeking expert opinions and summing up their decisions.
• supply forecasting - Decisions will then be finalized on which positions will be filled on a certain future time.
• Dealing with Workforce oversupply- the first action is to downsize, which typically refers to lay-off.
• Dealing with Workforce Undersupply- undersupply of personnel indicates that there are more jobs than workers. If this happens, the first move of the company should be to hire additional employees.
• Job description- a job related document that shows the duties and responsibilities attached to the job position.
• Job specification- shows the specific qualifications in individual characteristics expected too much of the job requirements.
• Interviewing Current Employees- can be valuable tool for gathering insights about a company's culture , practices and performance.
• Observed Activities of current employees- employees can provide valuable insights into workflow , team dynamics efficiency and workplace culture.
• Distributing Surveys Questionnaires- is an effective way to gather feedback from employees on various aspects, of their work in environment job satisfaction and organizational practices.
• Use of Diaries- method to gather insights from employees involves having them regularly record their thoughts activities and experiences over a set of period.
• Job analysis- process of collecting, interpreting, and keeping records about the requirements of a job, and the conditions in which jobs are performed.
• Job Content- shows the actual duties of the worker, how he or she performs the job.
• Job Context- about the conditions or the environment where the job is performed.
• •Worker Requirements -these are qualifications that are considered by the employer as vital to the successful execution of the job. This refers to the knowledge, skill, ability, personal characteristics, and credentials needed for effective job performance
• Knowledge – Intelligence and understanding of specialization acquired through education and actual experience. \
• •Skill – Capability of worker to carry out a job such as; Decision making skill, People Skill and Cognitive Skill.
• Ability – Capacity or competence that allows an individual to do specific kind of work
• •PERSONAL CHARACTERISTICS - Skills are necessary, most employers will choose an individual who possess good qualities such as reliability, trustworthiness, and flexibility.
• •CREDENTIALS - Pieces of evidence that will prove a person's identity or background that will indicate his fitness for the job like scholastic records, employment certification, and other relevant documents.
• COMPRESSED WORKWEEK- This is an alternative work schedule where the standard five-day workweek is reduced to a lesser number of days, but with longer working hours
• Flexible time or Flextime- Gives workers leeway in selecting their daily time and time out schedule on the condition that they work a definite number of hours in a day or in a week.
•  JOB SHARING- Arrangement where two employees with temporary or part-time status perform a job that otherwise can be don by a full time employee
• TELECOMMUTING- also known as "Remote work or telework". Globalization and technology are drastically changing the future of work, that is how we do our jobs and where in telecommuting employees connect with employers, co-workers and customers, via electronic gadgets and other telecommunication channels.
• 1.Advertising- Usual manner of locating potential hires is through advertising. Although television ads, radio, direct mail, and print ads are effective forms of reaching job seekers, the World Wide Web should not be ignored as an advertising

  option.
• Walk-Ins- Walk-ins are people who do not apply in response to any type of advertisement, but rather come into a company, submit an application and a curriculum vitae, then aspire to get the job.
• Internet Recruiting- The internet is one of the most popular ways of locating and attracting job applicants.
• Employee Referral Program- this is a type recruitment approach used by organizations to find applicants through the help of their existing employees.
• Head Hunters-

  • These are search firms that help companies fill executive positions.
• . Campus Recruiting.

  • This form of external recruitment is becoming widespread especially in highly developed firms.
• . Employment Agencies.

  • Employment agencies are either public or private businesses. However, when it comes to providing employment, both have the same aim—to assist companies with their staffing need requirements.