Workforce Management (correct answers)
Workforce planning correct answers first step in workforce management process
During the process the current state of the workforce is defined, gap in size and
competency are identified, and steps required to prepare for future needs are developed
Process of analyzing the org's workforce and determining steps to prepare for future
needs
Alignment of human capital with business direction
KSAOs correct answers knowledge, skills, abilities, and other characteristics (part of job
description)
Workforce analysis correct answers gathers data about the current workforce and
forecasts future workforce needs
Workforce analysis process correct answers Supply Analysis - where are we now? what
do we have? turnover analysis?
Demand Analysis - where do we want to be? what we we need?
Gap Analysis - what is lacking? what ksas currently exists and are needed in the future?
Solution Analysis - what can we afford? how will we get what we need?
supply analysis correct answers determining if there are sufficient types and numbers of
employees available
includes new hires, promotions, internal transfers, resignations, retirements, discharges
turnover analysis correct answers Metric calculated by dividing the average number of
total employees for a measurement period by the number of employees who exited the
organization during the period.
normally look at turnover rate
flow analysis correct answers employees can flow in, up, down, across and out of an
org
allows HR to visualize the change in the dept and predict future staffing needs
demand analysis correct answers Considers the model organization of the future and its
human capital needs
, gaps can be identified; including number of employees and skills
includes judgmental and statistical forecasts
judgmental forecasts correct answers part of demand analysis
apply expert judgment to information from the past and present to predict future
conditions and staffing needs and to understand opportunities and threats that can
affect the staffing plan
can be gathered by using research (industry standards and benchmarks)
estimates needed for judgmental forecasts correct answers new positions/skills sets
needed
positions to be changed, eliminated, left unfilled
job sharing
job design needs/org structure changes
cost of changes
adjustments in overhead
statistical forecasts correct answers part of demand analysis
regression analysis and simulations
regression analysis correct answers part of statistical forecasts
simple linear regression - projection of future demand based on a past relationship
between employment level and and a single variable related to employment (ex. gross
sales and number of employees)
multiple linear expression correct answers part of statistical forecasts
projection of future demand based on a past relationship between employment level
and and multiple variables related to employment (ex. hours of operation, gross sales,
and number of employees)
simulations correct answers part of statistical forecasts
representations of real situations in abstract form; what if scenarios; provide orgs with
opportunity to speculate
staffing gap analysis correct answers determines the staffing levels and competencies
that will be needed in the future
compare supply analysis to the demand analysis
Workforce planning correct answers first step in workforce management process
During the process the current state of the workforce is defined, gap in size and
competency are identified, and steps required to prepare for future needs are developed
Process of analyzing the org's workforce and determining steps to prepare for future
needs
Alignment of human capital with business direction
KSAOs correct answers knowledge, skills, abilities, and other characteristics (part of job
description)
Workforce analysis correct answers gathers data about the current workforce and
forecasts future workforce needs
Workforce analysis process correct answers Supply Analysis - where are we now? what
do we have? turnover analysis?
Demand Analysis - where do we want to be? what we we need?
Gap Analysis - what is lacking? what ksas currently exists and are needed in the future?
Solution Analysis - what can we afford? how will we get what we need?
supply analysis correct answers determining if there are sufficient types and numbers of
employees available
includes new hires, promotions, internal transfers, resignations, retirements, discharges
turnover analysis correct answers Metric calculated by dividing the average number of
total employees for a measurement period by the number of employees who exited the
organization during the period.
normally look at turnover rate
flow analysis correct answers employees can flow in, up, down, across and out of an
org
allows HR to visualize the change in the dept and predict future staffing needs
demand analysis correct answers Considers the model organization of the future and its
human capital needs
, gaps can be identified; including number of employees and skills
includes judgmental and statistical forecasts
judgmental forecasts correct answers part of demand analysis
apply expert judgment to information from the past and present to predict future
conditions and staffing needs and to understand opportunities and threats that can
affect the staffing plan
can be gathered by using research (industry standards and benchmarks)
estimates needed for judgmental forecasts correct answers new positions/skills sets
needed
positions to be changed, eliminated, left unfilled
job sharing
job design needs/org structure changes
cost of changes
adjustments in overhead
statistical forecasts correct answers part of demand analysis
regression analysis and simulations
regression analysis correct answers part of statistical forecasts
simple linear regression - projection of future demand based on a past relationship
between employment level and and a single variable related to employment (ex. gross
sales and number of employees)
multiple linear expression correct answers part of statistical forecasts
projection of future demand based on a past relationship between employment level
and and multiple variables related to employment (ex. hours of operation, gross sales,
and number of employees)
simulations correct answers part of statistical forecasts
representations of real situations in abstract form; what if scenarios; provide orgs with
opportunity to speculate
staffing gap analysis correct answers determines the staffing levels and competencies
that will be needed in the future
compare supply analysis to the demand analysis
