[Solution] Human Resource Planning, Recruiting, and Selection
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Author: Emily Carter
To be successful, an organization needs qualified employees to do the work. Therefore, it is important for the organization to make itself appealing to potential employees.
Human Resource Planning
The human resource planning process includes job analysis and forecasting.
- Job analysis is a systematic analysis of the organization's jobs. Job analysis produces a job description, or a list of the duties, working conditions, and resources used to perform the job. It also produces a job specification, which is a list of the skills, abilities, knowledge, etc. needed to perform the job.
- Forecasting human resource demand and supply involves estimating the organization's future need for certain skills (demand) and the number of people within the organization and in the external labor market with those skills (supply).
Select the terms that best complete the following sentences.
Estimating the organization's future need for people with certain skills, abilities, or credentials is known as forecasting demand and supply.
To help ensure a smooth transition when a key manager leaves or is promoted, organizations use to identify employees who should be promoted to the vacant role.
View Explanation
Estimating the organization's future needs for employees is known as forecasting human resource supply and demand.
A replacement chart lists key management positions and the employees identified as having the potential to perform well in them if the incumbent leaves.
What is the process of choosing a capable or the most capable job candidate called?
- Selecting
- Recruiting
View Explanation
During selection, the hiring manager seeks to choose a candidate who will perform well in the job.
Recruitment is the process of attracting a pool of qualified job applicants.
When a manager posts an open position in the company break room, what kind of recruiting is the manager engaged in?
View Explanation
Internal recruiting involves making an open position known to current employees in the hope that one or more qualified employees will apply for the position. Usually, employees are interested in an internal opening if it would be a promotion for them or a lateral move that would allow them to develop their skills and network.
A hiring manager develops a test that asks job applicants to complete a task that is very similar to a task they would need to do if they got the job. What kind of validation is this manager using?
View Explanation
Content validation involves using job analysis to determine the tasks of a job and then logic to construct a selection test that mimics one or more key job tasks. A test that very closely mirrors the actual job tasks is considered a valid test.
