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Talent and Acquisition Rewards > Unit 1 > Flashcards

Unit 1 Flashcards

(42 cards)

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1
Q

List 4 functions of Human Resource Planning/Manpower

A
  1. Forecasting for the Future
  2. Training the employees
  3. Recruitment and Selection
  4. Understanding the Existing Workforce
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2
Q

Manpower Planning Process

A
  1. Access Current Manpower Strength
  2. Forecast HR Demand and Supply
  3. Identify Talent Gaps and Develop them
  4. Integrate plan then Review then Evaluate
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3
Q

External Environmental Factors

A
  1. Government Regulations
  2. Economic Conditions
  3. Workforce Demographic (Social)
  4. Technological Advancements
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4
Q

Internal Environmental Factors

A
  1. Organisation Strategic Objectives (Succession Planning, Workforce Mobility Employee Engagement, Executive Leadership)
  2. Organisation Workforce Make Up
  3. Organisation Culture
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5
Q

Talent Acquisition Process

A
  1. Maintain Proper Staffing Level
  2. Close Skills Gap
  3. Meet Organisation Target
  4. Anticipate Future Needs
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6
Q

Outcomes in Poor Talent Acquisition

A
  1. Wasted Resources (Financial and Non-Financial)
  2. Lower Staff Morale
  3. Loss in Staff Confidence
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7
Q

Examples of Financial Loss

A

Poor individual or Poor Performance translates to waste in the form of individual’s salary

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8
Q

Examples of Non-Financial Loss

A

Damage company reputation
Additional time to invested to correct errors made
Loss of potential sales deals
Compensation made for errors by the hire

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9
Q

Recruitment Process

A
  1. Recruitment Planning
  2. Strategy Development
  3. Sourcing
  4. Screening
  5. Evaluation
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10
Q

Types of Internal Sourcing

A
  1. Employee Referral
  2. Transfer
  3. Promotion
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11
Q

Types of External Sourcing (7)

A
  1. Media Advertisement
  2. Direct Recruitment
  3. Educational Institutions
  4. Recruitment Agencies
  5. Walk-Ins
  6. Management Consultants
  7. E-Recruiting
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12
Q

Factors to Consider when Using External Sources of Recruitment

A
  1. Suitability for the position
  2. Timeline for Recruitment
  3. Cost of Recruitment
  4. Reliability of Sources
  5. Extensiveness of Geographical Coverage
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13
Q

The elements of Job Description (6)

A
  1. Task and Responsibilities
  2. Performance Standards
  3. Management Expectations
  4. Job-Related Skills
  5. Scope and Limits of Authority
  6. Relationships
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14
Q

Understanding the existing workforce

A

Determine the background, skill set or other elements of a workforce to have an idea of a pool talent a company has

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15
Q

Forecasting For The Future

A

Understand future trends and which type of employee would suit best for their organisation

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16
Q

Recruitment and Selection

A

Candidates with better qualifications, skill set and experience are shortlisted

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17
Q

Training the employees

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A

Trained to have the best skills and understanding current job and future requirements

18
Q

Ways to maintain proper staffing level

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A
  1. Service
  2. Safety
  3. Morale
  4. Monitoring
19
Q

Ways to close skill gap

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A
  1. Hire older workers

2. Support Multiple Training Pathways

20
Q

Hire older workers

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A

To reach a diverse pool of candidates

21
Q

Support Multiple Training Pathways

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A

Develop programmes that ensure people are provided with sustainable careers

22
Q

Meet Organisation Targets

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A

Develop current talent pool to achieve organisation KPI

23
Q

Anticipate Future Needs

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A

Assess past trends, evaluate existing situation and future events

24
Q

Access Current Manpower Strength

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A

Analyse HR strength, issues they face and areas changes are needed

25
Forecast HR Demand and Supply
HR need to understand goals of organisation, market trends and new technologies
26
Identify talent gap and develop them
Consider if current employees being utilised in the right areas or other skills be better suited to different roles
27
Integrate Plan then review then evaluate (2)
1. Integrate plan with organisational strategy | 2. Review the plan to make corrections and amendments
28
Government Regulations
HR needs to stay within the law | Without adhering, company can be fined causing it to shut down
29
Economic Conditions (2)
1. Current economy can affect ability to hire | 2. Create a plan when there is economic downturn
30
Technological Advancements
Technology help to downsize to save money as a job can be reduced to single person
31
Workforce Demographics (2)
1. Attract new set of candidates | 2. Hire in a different way and offer compensation packages that work for younger generation
32
Organisation Strategic Objectives
``` The four objectives include Succession Planning Workforce Mobility Employee Engagement Executive Leadership ```
33
Organisation Culture (5)
Empowered culture, Sales Culture, Customer Centric Culture, Culture of Leadership Excellence, Safety Culture
34
Organisation Current Workforce Makeup
SME: Hire a local workforce due to specific requirement MNC: Hire a diverse workforce as there is an assent in having diverse global workforce
35
Ethical Standards in Talent Acquisition
1. Legislation 2. Employer 3. Employee
36
Process of Recruitment (5)
1. Recruitment Planning 2. Strategy Development 3. Sourcing 4. Screening 5. Evaluation
37
Recruitment Planning
Set target how many type of job applicants will be needed to fill those roles created
38
Strategy Development
Decide to hire less skilled employees and invest on training or hire skilled professional who already knows the rope but ask for higher pay
39
Sourcing
Collecting relevant data about qualified candidates
40
Screening
Closely review candidates
41
Evaluation
Number of applications received Number of qualified applications Comments/Remarks on the job advertisement posted
42
Procedures for obtaining access accurate job description for a job role (7)
1. Get the Job title right 2. Start with a short and engaging overview 3. Avoid exaggerations, Keep it factual 4. Focus Responsibilities and growth/development 5. Involve current employee 6. Create urgency for the position 7. Include the culture of the organisation

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