Chapter 2

Question 1

What is the role of job specifications in selection process?

Answer 1

Minimum Knowledge, skills, and abilities (KSA) a person needs to perform a particular job.

Specifications Based on Judgment

Specifications Based on Statistical Analysis

Question 2

What is Statistical Approach?

Answer 2

Analyze the job and decide how to measure job performance

Select KSA’s that you believe should predict successful performance

Test candidates for these KSA’s

Measure the candidates’ subsequent job performance

Question 3

What is HR Forecasting and

Planning?

Answer 3

HR Forecasting & Planning

Forecasting
•Demand (quantity & quality)

•Supply (quantity & quality) (inside & outside)

Planning

•Recruiting: Which positions the company will have to fill, and how to fill them

•Training & Development: Which KSAs (knowledge, skills
and abilities) the company will need and how to
acquire/produce them.

Question 4

What is External and Internal supply in context of Forecasting HR Supply?

Answer 4

External Supply

-> Dependent on economic conditions, unemployment rate,
demographic development, etc.

information from publications, bureau of statistics, ETC.

Internal Supply

Information from qualification inventories, replacement charts,
HRIS, ETC.

Question 5

How is Net Staff Required calculated?

Answer 5

Gross Staff Required - Current Headcount

+Expected Departures - Expected Entries

Question 6

How is required amount of staff calculated?

Answer 6

Required Amount of Staff = [(AT * PT/C)/ (WT - CA)]

AT = Amount of Tasks;

PT/C = Average process Time per Case;

WT = Work time provided by staff member;

CA = Contingency Allowance)

Question 7

What is Succession Planning?

Answer 7

Process of ensuring that qualified persons are available to
assume key managerial positions once the positions are vacant

Planning the orderly replacement of key employees

Deciding how to re-fill important positions in the organization

Question 8

What is Goal of Succession Planning

Answer 8

TO ensure a smooth transition and operational

efficiency

Question 9

For whom is Succession Planning very important?

Answer 9

Particularly important for small businesses (family-owned
businesses)

Just 10% of small businesses survive to the third generation