Workforce Management

Question 1

All activities needed to ensure that workforce size and competencies meet current and future needs

Answer 1

Workforce Planning

Question 2

Identifies current makeup of the employees in terms of their demographics, skills, competencies, and performance levels

Answer 2

Workforce Profile

Question 3

6 Steps of Workforce Analysis process

Answer 3

1. Strategic focus
2. Supply analysis
3. Demand analysis
4. Gap analysis
5. Solution analysis
6. Evaluating workforce planning impact

Question 4

Logical starting place for staffing supply analysis

Answer 4

Consulting with line managers to determine how many hours of each type of skilled work are needed to meet current needs

Question 5

The act of replacing employees leaving an org or the attrition or loss of employees

Answer 5

Turnover

Question 6

2 ways to project turnover

Answer 6

1. examine previous turnover rates and adjust them to reflect knowledge of changing conditions
2. analyze trends in turnover rates for particular locations or occupations

Question 7

2 Demand Analysis techniques

Answer 7

1. Judgmental forecasts
2. Statistical forecasts

Question 8

Apply expert judgement info from past and present to predict future conditions and staffing needs and understand threats that can affect staffing plan

Answer 8

Judgmental Forecast

Question 9

Projection of future demand based on a past relationship between employment level and 1 or more variables related to employment

Answer 9

Regression Analysis

Question 10

Representations of real situations in abstract form, “what if” scenarios

Answer 10

Simulations

Question 11

Comparing the supply analysis to the demand analysis to identify the differences in staffing levels and competencies needed for the future

Answer 11

Staffing Gap Analysis

Question 12

4 options to decide from in Solution Analysis

Answer 12

Build
Buy
Borrow
Bridge

Question 13

Ultimate goal of the workforce analysis process

Answer 13

Create a staffing plan in alignment with the org’s strategic plan and support future needs of the org

Question 14

Goals that focus on both results and continuous improvement

Answer 14

SMARTER goals

Question 15

Having 2 different employees on a part time schedule performing the tasks of one full time position

Answer 15

Job sharing

Question 16

Org identifies specific people and refers them to a staffing firm, which employs them to work for org, usually at a lower cost

Answer 16

Payrolling

Question 17

In an explicit joint venture, org transfers all employees at a discrete site to the payroll of an employee leasing firm, PEO leases employees back to the org while handling most of the HR admin functions

Answer 17

Employee Leasing or Professional Employer Organization (PEO)

Question 18

Independent org with expertise in operating a specific function contracts with an org to assume full responsibility for the function

Answer 18

Outsourcing or Managed Services

Question 19

Org shares responsibility and liability for its alternative workers with the staffing supplier

Answer 19

Co-employment

Question 20

What is important to reinforce the independent contractor relationship?

Answer 20

The contractor should retain control over when, where, and how work is done. Payment should be tied to deliverables rather than schedule

Question 21

Reorganizing org structures as a proactive adjustment to meeting changing business needs

Answer 21

Restructuring

Question 22

Development and integration of HR processes that retain knowledge, skills, and abilities of employees that will meet current and future org needs

Answer 22

Talent Management

Question 23

Effective talent management requires

Answer 23

• understanding the implications of the org’s business strategy in terms of required competencies
• tracking external conditions that affect availability of talent
• reflecting the org’s value and commitment to diversity, equity, and employee development
• committing to creating a positive workplace and engaged workforce

Question 24

Can be created and developed to fill the gaps between the talent the org will need and talent likely to be available

Answer 24

Talent Pools

Question 25

Identifies and fosters development of high-potential employees, focuses on positions most critical to future success of the org

Answer 25

Succession Planning

Question 26

Concentrates on immediate needs, availability of qualified backup for key positions

Answer 26

Replacement Planning

Question 27

What HR should do before making decisions about a reduction in force

Answer 27

Review national and local labor laws

Question 28

What has potential to minimize impact of downsizing on the org and employee morale?

Answer 28

Allowing employees to volunteer for layoffs

Question 29

Creating, acquiring, sharing, and managing knowledge to augment individual and org performance

Answer 29

Knowledge Management

Question 30

2 key focus areas of knowledge management

Answer 30

1. expertise sharing and org learning
2. knowledge retention and reduction of knowledge loss due to attrition

Question 31

4 Steps to create formal knowledge management systems

Answer 31

1. inventory knowledge assets
2. create a knowledge repository and directory
3. encourage system use
4. update the system

Question 32

Use their knowledge to influence their industry by transferring knowledge to the industry and greater public

Answer 32

Thought Leaders

Question 33

Capture critical info and experiences, based on personal networks

Answer 33

Informal knowledge management systems

Question 34

Deployment Gap

Answer 34

Employees cannot be directed to the work locations where they can make the greatest contribution to the org

Question 35

Time Gap

Answer 35

A situation where it takes too long for an org to achieve its desired results