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HRIR 3021 - Exam 2 questions well answered graded A+
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HRIR 3021 - Exam 2 questions well answered graded A+
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HRIR 3021 - Exam 2Leading 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.
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