BMGT 430 EXAM 2 UPDATED ACTUAL Questions and
CORRECT Answers
recruiting - occurs early on in employee selection
- greatly influences the outcomes of selection
t/f: recruiting is undervalued by organizations true
, human resource planning (HRP) when organizations identify their future hiring needs
- predict jobs you may need to fulfill in the future bc organization is always
changing
hr planning steps 1. hr forecasting
2. goal setting and strategic planning
3. implementing and evaluating hr plan
hr forecasting determining the supply and demand of various types of hr
- how many ppl are there and how many jobs need to get done
2 methods of hr forecasting 1. statistical methods (data to see past trends)
2. human judgement
labor supply = people
labor demand = number of jobs
labor surplus when labor supply increases and demand decreases
labor surplus quickly reduce by - downsizing
- pay reduction
- demotions
- transfers
labor surplus slowly reduce by - hiring freeze
- natural attribution
- early retirement
- retraining
natural attribution people leave and don't fill their spot
retraining train for different positions
labor shortage labor supply decreases and demand increases
quickly avoid labor shortage - Overtime
- temporary employees
- outsourcing
- offshoring
outsourcing using another organization for services
offshoring a special case of outsourcing where the jobs are located in a different country
slowly avoid labor shortage - retrained transfers
- turnover reductions
- new external hires
- technological innovation
CORRECT Answers
recruiting - occurs early on in employee selection
- greatly influences the outcomes of selection
t/f: recruiting is undervalued by organizations true
, human resource planning (HRP) when organizations identify their future hiring needs
- predict jobs you may need to fulfill in the future bc organization is always
changing
hr planning steps 1. hr forecasting
2. goal setting and strategic planning
3. implementing and evaluating hr plan
hr forecasting determining the supply and demand of various types of hr
- how many ppl are there and how many jobs need to get done
2 methods of hr forecasting 1. statistical methods (data to see past trends)
2. human judgement
labor supply = people
labor demand = number of jobs
labor surplus when labor supply increases and demand decreases
labor surplus quickly reduce by - downsizing
- pay reduction
- demotions
- transfers
labor surplus slowly reduce by - hiring freeze
- natural attribution
- early retirement
- retraining
natural attribution people leave and don't fill their spot
retraining train for different positions
labor shortage labor supply decreases and demand increases
quickly avoid labor shortage - Overtime
- temporary employees
- outsourcing
- offshoring
outsourcing using another organization for services
offshoring a special case of outsourcing where the jobs are located in a different country
slowly avoid labor shortage - retrained transfers
- turnover reductions
- new external hires
- technological innovation
