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HRIR 3021 Exam 2|133 questions & answers 2024
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HRIR 3021 Exam 2|133 questions & answers 2024
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HRIR 3021 Exam 2|133questions & answers 2024
HR Planning - -Compares present state of the organization with its future
goals to identify what changes it must make in its HR to meet those goals
-Forecasting - -Determines supply and demand to predict areas within the
organization where there will be labor shortages or surpluses
-External Leading Indicators to Workforce Planning - -Change prior to large
economic adjustments, can be used to predict trends. Examples include
retail sales, manufacturing production, stock market, inventory levels,
housing market
-External Lagging Indicators - -Change after large economic trends.
Examples include GDP, income and wages, unemployment rate, CPI
-Internal Considerations When Planning - -Technology, Increased customer
demand, workforce changes
-Labor Markets - -The external supply pool from which organizations attract
their employees (geographic, education, etc.)
-Full Time Equivalent (FTE) - -Reports how many hours are worked, not how
many employees do the work. One FTE equals 2,080 work hours, which is
equivalent to one year's full time work schedule
-Options for Reducing a Surplus - -Downsizing, pay reductions, demotions,
transfers, work sharing, hiring freeze, natural attrition, early retirement,
retraining
-Why Downsizing? - -Reduce costs.
Replace labor with technology.
Mergers and acquisitions.
Moving to more economical locations.
-Options for Avoiding a Shortage - -Overtime, temporary employees,
outsourcing, retrained transfers, turnover reductions, new external hires,
technological innovation
-When is someone an employee and not an independent contractor? - -1.
When the employer tells the workers how to do the work and controls the
workers' activities.
, 2. Provide the workers with supplies/tools and reimbursing the workers for
expenses.
3. Provide benefits such as insurance and paid vacation time.
4. If a company hires workers from a temp agency to do work for a long
period of time, directly controls what these workers do, and uses them to
perform key roles
-Skills a Recruiter Needs - -Diversity and sensitivity skills, ethical recruiting
behaviors, knowledge of the law, great communication skills, timely
feedback, use teams when possible, prepare in advance
-Advantages of External Recruiting - -New sources bring new perspectives.
Training new hires may be cheaper/faster.
New hires are likely to have fewer internal political supporters in the firm.
New hires may bring new insights from the industry, new expertise.
-Disadvantages of External Recruiting - -May not select someone who will fit
well with the job and the organization.
The process may cause morale problems for internal candidates not
selected.
New employees may require longer adjustment periods as well as orientation
efforts.
-Advantages of Internal Recruiting - -The morale of the promotee is very
high, the firm can better assess a candidates abilities due to prior work
actions, recruiting costs are lower for some jobs, the process is a motivator
to other employees, the process can aid succession planning and employee
development, the company may have to hire only at the entry level and
move employees up based on experience
-Disadvantages of Internal Recruiting - -"Inbreeding" of employees may
result in a less diverse workforce, as well as a lack of new ideas, those
people not promoted may experience morale problems, political infighting
may occur with competition for promotions, companies will often need a
training and development program to prepare employees for new positions,
some managers may resist having new employees promoted into their
departments, taking an employee from one area creates a deficit in another
area.
-Advantages of Internet Recruiting - -Recruiting cost savings, recruiting time
savings, expanded (global) pool of applicants, better targeting of specific
audiences
-Disadvantages of Internet Recruiting - -More unqualified applicants,
additional time for HR staff, many applicants are not seriously seeking
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