Human Resource Management Ch 5 Human Resource Planning

human resource planning (HRP)

Process of determining the human resource needs of an organization and ensuring that the organization has the right number of qualified people in the right jobs at the right time.

organizational objectives

Statements of expected results that are designed to give the organization and its members direction and purpose.

cascade approach to setting objectives

Objective-setting process designed to involve all levels of management in the organizational planning process.

managerial estimates

Judgmental method of forecasting that calls on managers to make estimates of future staffing needs.

Delphi technique

Judgmental method of forecasting that uses a panel of experts to make initially independent estimates of future demand. An intermediary then presents each expert's forecast and assumptions to the other members of the panel. Each expert is then allowed to

scenario analysis

Using workforce environmental scanning data to develop alternative workforce scenarios.

benchmarking

Thoroughly examining internal practices and procedures and measuring them against the ways other successful organizations operate.

skills inventory

Consolidated list of biographical and other information on all employees in the organization.

management inventory

Specialized, expanded form of skills inventory for an organization's current management team; in addition to basic types of information, it usually includes a brief assessment of past performance and potential for advancement.

succession planning

Technique that identifies specific people to fill future openings in key positions throughout the organization.

human resource information system (HRIS)

A database system that contains all relevant human resource information and provides facilities for maintaining and accessing these data.

cloud computing

Computers connected through a real-time communication network such as the Internet.

Which of the following factors will a human resource manager take into consideration while planning for the demand of personnel in the intermediate range?

Operating needs from budgets and plans

One problem with succession planning is that many organizations implement such plans only for the senior-most positions and not for other critical positions.

True

Strategy-linked human resource planning (HRP) is based on a close working relationship between human resource staff and line managers.

True

The major disadvantage of software as a service (SaaS) is that it involves a large capital expenditure to buy, install, and manage the equipment.

False

A skills inventory should contain information about an employee's skills that are just relevant to his or her current job.

False

____ refers to software platforms and infrastructures that are sold as a service remotely via the Internet.

Cloud computing

Human resource planning is also called:

workforce planning.

The human resource (HR) department at Leo Tech Inc. develops multiple workforce situations by conducting brainstorming sessions with line managers and human resource managers. These managers forecast based on what they think their workforce will look like

Scenario analysis

Historically, the major disadvantage of a human resource information system (HRIS) was its financial cost and the labor requirements for implementing the system.

True

Demoting an employee, downgrading job responsibilities, or combining the two to cut human resource costs is termed as:

reclassification.