Module 2 -WORKFORCE PLANNING-TALENT AQUISITION Flashcards
(20 cards)
What is the main purpose of job analysis?
To collect and analyze information about job tasks, responsibilities, and requirements to support HR functions like recruitment, compensation, and performance management.
Name 3 common methods of job analysis.
Interviews, observation, and questionnaires.
What is a job specification?
A statement of the qualifications, skills, and experience required for a job.
What is the critical incident technique?
A job analysis method focusing on key behaviors that lead to success or failure in a role.
What is job enrichment?
Enhancing a job by increasing its depth (variety and responsibility), often to improve motivation and satisfaction.
What are the three key elements of workforce planning?
Forecasting demand, analyzing supply, and identifying gaps.
What is a staffing plan?
A plan that outlines how an organization will meet its future human resource needs.
Define contingent staffing and give two examples.
Hiring workers on a non-permanent basis; examples: contractors and temporary employees.
What is co-employment?
A legal relationship where two companies share responsibilities for the same employee, often seen in staffing agency scenarios.
Name two benefits of DEI in staffing.
Broader talent pool and improved innovation.
What is the purpose of recruitment?
To attract qualified candidates to fill job vacancies effectively and efficiently.
What is internal recruitment? Give one advantage.
Filling roles from within the organization; advantage: reduces cost and training time.
What is a yield ratio?
The percentage of candidates from a recruitment source who move to the next stage of the process.
What is an Applicant Tracking System (ATS)?
A software tool that automates and manages the recruitment process.
What is a Realistic Job Preview (RJP)?
A tool to provide candidates with a true picture of the job to set expectations and reduce turnover.
What are the 5 stages of the selection process?
Initial screening, secondary screening, candidacy, verification, and final decision.
What is the difference between validity and reliability in selection tools?
Validity measures accuracy; reliability measures consistency.
Name two types of secondary screening tests.
Cognitive aptitude and personality tests.
What is the STAR technique used for in interviews?
Structuring answers in behavioral interviews: Situation, Task, Action, Result.
What are common post-offer assessments?
Background check, reference check, and medical examination.
