Term
| Examples of External Influences on Staffing |
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Definition
Economic Conditions
Labor Markets
Technology
Labor Unions |
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Term
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Definition
Ecoomic expansion and contraction
Job growth and job opportunities
Internal labor market mobility
Turnover rates |
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Term
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Definition
- Labor demand: employment patterns, KSAOs sought
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Labor supply: labor force, demographic trends, KSAOs available
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Labor shortages and surpluses
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Employment arrangements
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Term
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Definition
Elimination of jobs
Creation of jobs
Changes in skill requirements |
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Term
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Definition
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Term
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Definition
| A process and set of activities undertaken to forecast an organizations' labor demand (requirements) and internal labor supply (availabilities), to compare these projections to determine employment gaps, and to develop action plans for addressing these gaps. |
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Term
| Four basic elements of HR Planning: |
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Definition
1. Determine future HR requirements
2. Determine future HR availabilities
3. Reconcile requirements and avilabilities—that is, determine gaps (shortages and surpluses) between the two
4. Develop action plans to close the projected gaps |
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Term
Five Initial Decisions that must be made before proceeding with an HRP |
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Definition
1. Strategic Planning
2. Planning Time Frame
3. Job Categories and Levels
4. Head-count (Current Workforce)
5. Roles and Responsibilities |
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Term
| The five possibilities that exist for each employee in the internal labor market-Markov Analysis |
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Definition
1. Job stability
2. Promotion
3. Tranfer
4. Demotion
5. Exit |
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Term
| The four basic sequential steps Staffing Planning involves |
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Definition
1. Staffing Objectives
2. Generating Alternative Staffing Activities
3. Assessing Alternatives
4. Choosing Alternatives |
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Term
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Definition
| defined as regular full-time and part-time employees of the organization, forms the bulk of most organizations' workforces. The key advantages are stability, continuity and predictability. |
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Term
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Definition
| Two major components are temporary employees provided by a staffing firm and independent contractors. |
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Term
| Affirmative Action Plans: |
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Definition
organization specific, share a common architecture composed of three major components:
- Availability analysis of women and minorities
- Placement(hiring and promotion) goals derived from comparing availability with incumbency (percentages of women and minority employees)
- Action-oriented programs for meeting the placement goals.
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