Week 5

Question 1

Human Resource Planning

Answer 1

process of analyzing the needs and developing plans and policies to meet those needs

Question 2

Operational HR Planning

Answer 2

• Administrative
• Short term
• Instrumental
• Efficiency
• Reactive
• Departmental

Question 3

Strategic planning in HR

Answer 3

• Strategic
• Procedural
• Long term
• Efficiency
• Proactive
• Organizational

Question 4

Objectives of HR Planning

Answer 4

1. Attract and retain qualified employees
2. Plans for replacing employees if they leave or retire
3. Ensure employee’s skills help reach organization’s goals
4. Ensure HR policies support the direction of the goals of the company

Question 5

Benefits of HR Planning

Answer 5

1. Greater understanding of HR Implications and organizational results
2. Cost reduction (ex. do we need 5 workers to complete this job?)
3. Better time management
4. Better management of potential development (should this worker be promoted?)

Question 6

HR Planning cycle

Answer 6

Supply assessments (how many people we have) (present) -> needs/demands assessment (how many employees are needed) -> Development of response programs (repeat)

Question 7

Determinants of HR Planning

Answer 7

• Recruitment
• Selection
• Training and Development
• Renumerations
• Careers
• Performance management

Question 8

HR Planning - Demands

Answer 8

number and “types” of employees the organization needs to meet its current and future needs

Question 9

HR Planning - Supply

Answer 9

Availability of current or potential employees to perform a job in the organization

Question 10

Supply Analysis

Answer 10

• succession and replacement analysis (check if workers that are ready to take over tasks)
• competency inventories (skills of current workers)
• market analysis (check the job market if the right talent exists outside the company)
• staff ratios (compare the number of employees to what the company needs)

Question 11

Stages of HR Planning

Answer 11

1. Align HRM with organizational strategy
2. Assess employees skills and roles
3. Identify HR needs/demands
4. Compare current workforce to future needs to see if there are any gaps
5. Create plans to fill those gaps
6. Evaluation of the impact of decisions

Question 12

HR Planning must…

Answer 12

• guide HRM
• be used to support organizational strategy
• meet internal and external issues (constraints, guidelines, determinants)
• plan (anticipate actions)
• be strategic

Question 13

HR Planning - Applicability

Answer 13

Usability assessment: requires knowledge of different processes, external limitations (legal, technical, ethical) and internal conditions (characteristics of the staff…)
Cost-benefit analysis: What are the potential rewards expected from an initiative? What are the total costs? What is the ROI?

Question 14

Recruitment

Answer 14

process of attracting and looking for potential candidates to fill one or several available jobs

Question 15

Demands Analysis

Answer 15

• Estimations (made by experts/managers)
• Projections and trends
• Simulations
• Internal mobility

Question 16

Determining the demands

Answer 16

• How many individuals and in which functions?
• What are the requirements and the competencies specified for each function?
• Are there alternative ways for organizing work?

Question 17

Supply assessment

Answer 17

• What is the number of workers and contractual relationships?
• What are the workers’ characteristics and competencies?
• What are the expectations about productivity?
• What is the impact of each decision?

Question 18

Selection

Answer 18

set of procedures that refer to the choice and decision by the employer on which candidates best fit available vacancies

Question 19

Recruitment and selection process

Answer 19

Demands analysis: job analysis, job description, skills/competencies analysis
Candidates’ attraction: recruiting
Candidates’ selection: selecting

Question 20

Indirect recruitment

Answer 20

asking agencies or consultants to provide a short list of candidates with a profile appropriate for the job

Question 21

Temporary Workers Agencies

Answer 21

used when a company wants to recruit for jobs for a certain period/season

Question 22

Consultant Companies

Answer 22

Provide an integrative service (list according to desired profiles, advertising, interview…)

Question 23

Headhunters/Executive Consultants

Answer 23

allow to reach more senior profiles, “stars” and/or who are employed

Question 24

Internal recruitment

Answer 24

• mobilities
• promotions
• references
• substitutions

Question 25

External recruitment

Answer 25

- Candidates from other processes - Spontaneous applications - Advertisements (job fairs, help wanted, internet…) - personal knowledge

Question 26

What are Pros and Cons for internal recruitment?

Answer 26

Pros: encourages motivation, cost-effective, aligns with career plans, good stability Cons: limits fresh ideas, potential for internal conflict, limits candidate pool (external candidates may have more qualifications)

Question 27

What are Pros and Cons for External recruitment?

Answer 27

Pros: increases diversity, promotes innovation, renews culture, renewed potential Cons: more expensive, time consuming, requires socialization of new employees

Question 28

Should we recruit internally or externally?

Answer 28

it depends on factors like cost, motivation, and the desire to innovate or maintain the company culture

Question 29

Features (types) of job advertisements

Answer 29

Informative: organization information, job tasks, required skills, working conditions Attractive: pay and benefits, career and development opportunities Point to action: how to apply (CV, video CV…)

Question 30

Egocentric advertisement

Answer 30

- highly motivational and emotional - no demands, shows only positive and creative aspects - focuses on candidates’ desires and opportunities for success

Question 31

Promise advertisement

Answer 31

- rational and “dry” (straightforward) - lists job requirements in a clear, cold manner - lacks motivational factors - unattractive

Question 32

Supply-Demand advertisement

Answer 32

- balanced between egocentric and promise ad - clear job expectations and requirements - balanced expectations for reader - promotes interest - tells what is expected from candidate

Question 33

Writing a job ad

Answer 33

information about: - Organization (characteristics, name or confidential) - Job (title, description of tasks and responsibilities) - Candidates profile (qualifications and skills) - Working conditions (what they offer) - Location - Response conditions (by email, CV…)

Question 34

Recruitment sources

Answer 34

- Institutions (universities, schools…) - Events (job fairs) - Internet (LinkedIN) - Consultancy and outsourcing - Direct contact (references) - Internal (career management)

Question 35

Advantages of online recruitment

Answer 35

- greater flexibility in posting the ad and managing it - extends the spectrum of available applicants - facilitates response to candidates - faster process - reduction of administration costs

Question 36

Selection methods and tools

Answer 36

- CV analysis - Interview - Cognitive abilities test - Personalities test - Knowledge test - Work samples - Group exercises - Assessment centers - Referral

Question 37

Selection method (the process kinda)

Answer 37

CV’s screening -> First screening -> initial interview -> second interview -> background check -> decision -> conditional offer > physical exam (if needed) -> hiring

Question 38

How your CV should be made

Answer 38

1. Leadership (photo, non-verbal communication) 2. Creativity (visually appealing) 3. Show responsibility, dynamism, leadership, resilience, proactivity 4. Skills 5. Results oriented (experience) 6. “Marriage Declaration” (education, relevant experiences, relevant soft skills, your objective “the marriage”)

Question 39

Psychological evaluation tests

Answer 39

- Personality traits (projective tests, personality inventories) - Cognitive abilities test (attention, verbal numerical and abstract reasoning) - General intelligence