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HRESD > Chapter 1: Planning and Staffing > Flashcards

Chapter 1: Planning and Staffing Flashcards

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1
Q

Process through which an organization anticipates its future personnel needs
and devises strategies to ensure that it has the right people with the right skills at the right time.

A

HR planning

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2
Q

Refers to the activities involved in
recruiting, selecting, and onboarding employees to fill organizational roles.

A

HR Staffing

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3
Q

Parts of Staffing Overview (3)

A

Recruitment
Selection
Onboarding

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4
Q

HR planning overview (3)

A

-ASSESSING ORGANIZATIONAL NEEDS
-FORECAST DEMAND
-FORECAST SUPPLY

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5
Q

Recruitment methods (3)

A

Internal Sourcing
External Sourcing
Recruitment Agencies

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6
Q

Encouraging current employees to refer
candidates

A

Employee referrals

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7
Q

Advertising job openings within the
company

A

Internal job postings

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8
Q

Posting vacancies on popular job search platforms

A

Job boards

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9
Q

Utilizing industry-specific platforms

A

Professional networks

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10
Q

Collaborating with educational institutions or
industry associations to tap into networks

A

Partnerships

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11
Q

Engaging external agencies to assist with talent acquisition when specific expertise is required

A

Recruitment agencies

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12
Q

Advertising Channels (5)

A

Company Website
Industry Platforms
Social Media
Targeted Marketing
Diversity Networks

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13
Q

Showcasing job openings on our dedicated careers page

A

Company Website

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14
Q

Utilizing industry-specific job boards and professional networks

A

Industry Platforms

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15
Q

Leveraging social media platforms

A

Social Media

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16
Q

Tailoring advertising campaigns to reach specific candidate demographics

A

Targeted Marketing

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17
Q

Engaging with diversity-focused networks and organizations

A

Diversity Networks

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18
Q

Refers to the tools and methods that companies use to monitor performance metrics.

A

KEY PERFORMANCE INDICATORS (KPIs) TRACKING

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19
Q

Legal considerations (3)

A
  1. Employment Laws and Regulations
  2. Data Privacy and Security
  3. Labor Laws
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20
Q

Ethical considerations (3)

A

Fairness and Respect
Transparency & Accountability
Integrity

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21
Q

Challenges in HR Planning and Staffing (3)

A

Economic Changes
Technological Disruption
Talent Retention

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22
Q

Type of economic changes (2)

A

Impact of economic downturns
Impact of economic growth

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23
Q

Impact of economic growth (2)

A

Budget constraints
Uncertainty

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24
Q

Impact of economic downturns (2)

A

Increased demand for talent
Wage Inflation

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25
Talent retention (2)
Strategies for retaining top talent Strategies for managing turnovers
26
Strategies for managing turnovers (2)
Exit interviews Employee engagement
27
Best Practices in HR Planning & Staffing (3)
1. Proactive Workforce Planning 2.Data-Driven Decision Making 3. Continuous Development and Training
28
Involves predicting future workforce requirements based on various factors such as business growth, market trends, and internal changes.
Forecasting
29
Proactive Workplace Planning (2)
Forecasting Flexibility
30
Reviewing historical data to identify patterns and predict future needs.
Trend Analysis
31
Developing different scenarios (e.g., economic downturns, rapid growth) to prepare for various possibilities.
Scenario Planning
32
Using data-driven insights to assess current workforce capabilities and gaps.
Workforce Analytics
33
Forecasting techniques (3)
Trend Analysis Scenario Planning Workforce Analytics
34
Flexibility: To adapt to changing needs, organizations should: (3)
Develop a Flexible Staffing Strategy Create a Talent Pool Enhance Employee Development
35
Key HR metrcics (4)
Recruitment metrics Employee Performance Metrics Retention Metrics Employee Engagement Metrics
36
Types of recruitment metrics (3)
Time-to-Fill Cost-per-Hire Source of hire
37
Measures the time taken to fill a position from the moment it is posted to the day the candidate starts. Shorter times-to-fill can indicate efficient hiring processes.
Time-to-Fill
38
Calculates the total cost of recruiting a new employee, including advertising, agency fees, and recruitment team salaries.
Cost-per-Hire
39
Employee Performance Metrics (2)
Performance Ratings Productivity Metrics
40
Retention Metrics (2)
Turnover Rate Retention Rate
41
Employee Engagement Metrics
Engagement Surveys
42
Track employee performance through reviews and ratings.
Performance Ratings
43
Measure output relative to input (e.g., sales per employee).
Productivity Metrics
44
Measures the percentage of employees who leave the company within a specific period.
Turnover Rate
45
The percentage of employees who remain with the company over a specified time.
Retention Rate
46
Collect data on employee satisfaction, motivation, and commitment.
Engagement Surveys
47
Predictive Analytics (2)
Attrition Prediction Success Profiles
48
Use historical data and patterns to predict which employees might leave the company.
Attrition Prediction
49
Analyze data to determine the traits and characteristics of successful employees, and use this information to refine recruitment criteria.
Success Profiles
50
Workforce Planning (2)
Demand Forecasting Gap Analysis
51
Analyze trends and business needs to predict future staffing requirements.
Demand Forecasting
52
Compare current workforce capabilities with future needs to identify skill gaps.
Gap Analysis
53
Recruitment Strategy Optimization (2)
Channel Effectiveness Candidate Experience Analysis
54
Evaluate which recruitment channels yield the best candidates in terms of performance and retention.
Channel Effectiveness
55
Assess feedback from candidates about their recruitment experience to improve processes and enhance the employer brand
Candidate Experience Analysis
56
Employee Development and Succession Planning (2)
Skill Assessment Succession Planning
57
Use data to identify skills gaps and areas for employee development.
Skill Assessment
58
Analyze the readiness of internal candidates for key roles.
Succession Planning
59
Involves improving the skills and knowledge that employees already have, often to keep up with advancements in their current roles or to increase their proficiency.
Upskilling Initiatives
60
Upskilling Initiatives (4)
Certification Programs Advanced Technical Training Leadership Development Cross-Functional Training
61
Offering certifications in advanced areas relevant to an employee's current role.
Certification Programs
62
Providing training in emerging technologies, such as machine learning, cloud computing, or cybersecurity.
Advanced Technical Training
63
Enhancing leadership and management skills through workshops, seminars, or executive coaching.
Leadership Development
64
Allowing employees to gain expertise in areas adjacent to their current role.
Cross-Functional Training
65
Focuses on training employees to acquire new skills needed for different roles or tasks within the organization, especially if their current skills are becoming obsolete or if the business is shifting focus.
Reskilling Initiatives
66
Reskilling Initiatives (4)
Career Transition Programs Online Learning Platforms Internal Job Rotation Partnerships with Educational Institutions
67
Creating structured programs to help employees transition into new roles.
Career Transition Programs
68
Providing access to platforms like Coursera or Udacity for employees to gain skills in entirely new fields,
Online Learning Platforms
69
Implementing job rotation schemes to allow employees to gain experience in different departments.
Internal Job Rotation
70
Collaborating with universities or technical schools to offer tailored training programs or degrees.
Partnerships with Educational Institutions

HRESD (7 decks)

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