Workforce Planning & Talent Management

Question 1

Trait Methods of Performance Evaluation (personal characteristics that contribute to high performance)

Answer 1

Graphic Rating Scales

Mixed-Standard Scales

Forced-Choice Method

Essay Method

Question 2

Behaviour Methods of Performance Evaluation (observable actions during one’s job duties that lead to high performance)

Answer 2

Critical Incident Method

Behavioural Checklist Method

Behaviourally Anchored Rating Scale

Behavioural Observation Scale (BOS)

Question 3

Results Methods of Performance Evaluation (results of the employees behaviour and traits)

Answer 3

Productivity Measures

Management by Objectives

Balanced Scorecard

Question 4

Succession Management Process

Answer 4

1) Align succession management plans with strategy

2) Identify the skills and competencies needed to meet strategic objectives
Job-based approach
Competency-based approach

3) Identify high-potential employees (and whether they are at risk of leaving)

4) Provide developmental opportunities and experiences

5) Monitor succession management

Question 5

Methods of HR Forecasting

Answer 5

Transaction-based Forecasting → focuses on tracking internal changes instituted by the org’s managers (e.g. a sales manager is looking to increase sales to meet forecasted earnings. You can recommend )

Event-based Forecasting → forecasting that is concerned with changes to the external environment (e.g. changes to the value of the dollar or the price of oil)

Process-based Forecasting → focuses on processes used that impact the flow of work (the “how” not the “what”, e.g. looking at how a Starbucks runs vs a Tims)

Question 6

Demand Forecasting Techniques

Answer 6

Objective approaches (quantitative)
-Index/Trend analysis
-Regression analysis

Subjective approaches (qualitative)
-Delphi technique
-Nominal Group technique

Question 7

Supply Forecasting Techniques

Answer 7

Markov Analysis

Linear Programming

Management Inventory

Replacement & Succession Management

Movement Analysis

Vacancy Model

Question 8

HR Forecasting Process (4 Steps)

Answer 8

1) Determining Demand (how many people you will need)

2) Ascertain Supply

3) Calculate Net Requirements

4) Institute Deficit or Surplus Programs

Question 9

Reducing HR Deficits

Answer 9

1) Ensuring proper sourcing using all methods

2) Targeting candidates with desirable characteristics

3) Assessing abilities and capabilities

4) Orienting and onboarding candidates so they feel at home

5) Understanding why employees leave