How do internal and external considerations affect workforce planning?
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Internal Considerations: Transitional matrix, how many people are currently
in positions and how many are expected to be promoted, demoted and to
leave.
External Considerations: Labor market forecasts, size of the labor market,
unemployment rate and the kinds of people who will be in the labor
market.
Why do managers inflate and deflate ratings?
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, When it depends on their own ratings. If having good or bad ratings can
make them look better, they will usually do it.
Explain transfer of training and be able to give examples of transfer of training best
practices.
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The real goal of implementation is transfer of training, or on the job use of
knowledge, skills, and behaviors learned in training. This requires that
employees actually learn the content of the training program.
the attempts to determine the supply of and demand for various types of human
resources to predict areas within the organization where there will be labor shortages
or surpluses.
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Forecasting
How do you teach someone something new?
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They need to have cognitive ability, motivation, freedom of constraints, and
social support.
, uses several statements describing each trait to produce a final score for that trait
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Mixed-Standard Scales
receiving training via the Internet or the organization's intranet
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E-Learning
training in which teams get an actual problem, work on solving it and commit to an
action plan, and are accountable for carrying it out
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Action Learning
rater compares an individual not against an objective standard but against other
employees
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Contrast errors
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Internal Considerations: Transitional matrix, how many people are currently
in positions and how many are expected to be promoted, demoted and to
leave.
External Considerations: Labor market forecasts, size of the labor market,
unemployment rate and the kinds of people who will be in the labor
market.
Why do managers inflate and deflate ratings?
Give this one a try later!
, When it depends on their own ratings. If having good or bad ratings can
make them look better, they will usually do it.
Explain transfer of training and be able to give examples of transfer of training best
practices.
Give this one a try later!
The real goal of implementation is transfer of training, or on the job use of
knowledge, skills, and behaviors learned in training. This requires that
employees actually learn the content of the training program.
the attempts to determine the supply of and demand for various types of human
resources to predict areas within the organization where there will be labor shortages
or surpluses.
Give this one a try later!
Forecasting
How do you teach someone something new?
Give this one a try later!
They need to have cognitive ability, motivation, freedom of constraints, and
social support.
, uses several statements describing each trait to produce a final score for that trait
Give this one a try later!
Mixed-Standard Scales
receiving training via the Internet or the organization's intranet
Give this one a try later!
E-Learning
training in which teams get an actual problem, work on solving it and commit to an
action plan, and are accountable for carrying it out
Give this one a try later!
Action Learning
rater compares an individual not against an objective standard but against other
employees
Give this one a try later!
Contrast errors
