HRIR 3021 - EXAM 2 QUESTIONS AND ANSWERS WITH
COMPLETE SOLUTIONS GRADED A++
Leading Indicators
Objective measures that accurately predict future labor demand.
Core Competency
A set of knowledges and skills that make the organization superior to competitors and
create value for customers.
Downsizing
The planned elimination of large numbers of personnel with the goal of enhancing the
organization's competitiveness.
Outsourcing
Contracting with another organization (vendor, third-party provider, or consultant) to
provide services.
Workforce Utilization Review
A comparison of the proportion of employees in protected groups with the proportion
that each group represents in the relevant labor market.
Recruiting
Any activity carried on by the organization with the primary purpose of identifying and
attracting potential employees.
Employment at Will
,Employment principle that if there is no specific employment contract saying otherwise,
the employer or employee may end an employment relationship at any time, regardless
of cause.
Due-Process Policies
Policies that formally lay out the steps an employee may take to appeal the employer's
decision to terminate that employee.
Job Posting
The process of communicating information about a job vacancy on company bulletin
boards, in employee publications, on corporate intranets, and anywhere else the
organization communicates with employees.
Direct Applicants
People who apply for a vacancy without prompting from the organization.
Referrals
People who apply for a vacancy because someone in the organization prompted them
to do so.
Nepotism
The practice of hiring relatives.
Realistic Job Preview
Background information about a job's positive and negative qualities.
What are the main purposes of workforce planning?
Identifies workforce requirements needed for the strategic plan, discovers competency
gaps, plans for internal and external factors, and implements workforce shortage and
reduction strategies.
, Review your notes from the Boeing case study prep and class
presentation/discussion.
Boeing faces numerous challenges, including the loss of engineers and a damaged
reputation following the 737 Max malfunctions. The company must compete for talent
with other firms, address STEM shortages, navigate visa/immigration issues, and
manage an aging workforce. Its negative image hampers recruitment, as most
applicants tend to avoid such firms. Additional challenges are the impact of COVID,
corporate culture issues, and considerations related to climate change. Boeing needs to
enhance its culture, skills, diversity, and recruitment strategies within the aerospace
industry.
Forecasting
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.
Trend Analysis
Constructing and applying statistical models that predict labor demand for the next year,
given relatively objective statistics from the previous year.
Ratio Analysis
A forecasting technique that determines future staff requirements by calculating the ratio
between a specific business variable (such as sales volume) and the number of
employees needed. It helps estimate growth-driven personnel needs.
Regression Analysis
COMPLETE SOLUTIONS GRADED A++
Leading Indicators
Objective measures that accurately predict future labor demand.
Core Competency
A set of knowledges and skills that make the organization superior to competitors and
create value for customers.
Downsizing
The planned elimination of large numbers of personnel with the goal of enhancing the
organization's competitiveness.
Outsourcing
Contracting with another organization (vendor, third-party provider, or consultant) to
provide services.
Workforce Utilization Review
A comparison of the proportion of employees in protected groups with the proportion
that each group represents in the relevant labor market.
Recruiting
Any activity carried on by the organization with the primary purpose of identifying and
attracting potential employees.
Employment at Will
,Employment principle that if there is no specific employment contract saying otherwise,
the employer or employee may end an employment relationship at any time, regardless
of cause.
Due-Process Policies
Policies that formally lay out the steps an employee may take to appeal the employer's
decision to terminate that employee.
Job Posting
The process of communicating information about a job vacancy on company bulletin
boards, in employee publications, on corporate intranets, and anywhere else the
organization communicates with employees.
Direct Applicants
People who apply for a vacancy without prompting from the organization.
Referrals
People who apply for a vacancy because someone in the organization prompted them
to do so.
Nepotism
The practice of hiring relatives.
Realistic Job Preview
Background information about a job's positive and negative qualities.
What are the main purposes of workforce planning?
Identifies workforce requirements needed for the strategic plan, discovers competency
gaps, plans for internal and external factors, and implements workforce shortage and
reduction strategies.
, Review your notes from the Boeing case study prep and class
presentation/discussion.
Boeing faces numerous challenges, including the loss of engineers and a damaged
reputation following the 737 Max malfunctions. The company must compete for talent
with other firms, address STEM shortages, navigate visa/immigration issues, and
manage an aging workforce. Its negative image hampers recruitment, as most
applicants tend to avoid such firms. Additional challenges are the impact of COVID,
corporate culture issues, and considerations related to climate change. Boeing needs to
enhance its culture, skills, diversity, and recruitment strategies within the aerospace
industry.
Forecasting
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.
Trend Analysis
Constructing and applying statistical models that predict labor demand for the next year,
given relatively objective statistics from the previous year.
Ratio Analysis
A forecasting technique that determines future staff requirements by calculating the ratio
between a specific business variable (such as sales volume) and the number of
employees needed. It helps estimate growth-driven personnel needs.
Regression Analysis
