Workforce Planning: Job Analysis, Design, and Employment Forcasting
19 important questions on Workforce Planning: Job Analysis, Design, and Employment Forcasting
How do you call the tool that we use to identify what has to be done within the organization to produce a product or service?
How do you call the process used to identify the work performed and the working conditions for each of the jobs within our organisations?
How do you call identification of the significant tasks, duties, and responsibilities that are components of a job?
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How do you call identification of the qualifications of a person who should be capable of doing the job tasks noted in the job description?
How do you call the process of identifying tasks that each employee is responsible for completing, as well as determining how those tasks will be accomplished?
How do you call designing jobs around the concepts of task specialisation, skill simplification, and repetition?
How do you call designing jobs by focusing on minimising the physical strain on the worker by structuring the physical work environment around the way the body works?
How do you call designing jobs with tasks that remain within the worker's standard mental capabilities and limitations?
How do you call designing jobs by focusing on the job characteristics that affect the psychological meaning and motivational potential of the post; this approach views attitudinal variables as the most critical outcomes of job design?
How do you call a conceptual framework for designing or enriching jobs based on core job characteristics?
How do you call the process of eliminating or combining tasks and/or changing the work sequence to improve performance?
How do you call the process of making jobs broader, with less repetition while jobs can be expended through rotation, enlargement, and enrichment?
How do you call identifying the estimated supply and demand for the different types of human resources in the organisation over some future period, based on analysis of past and present demand?
How do you call utilizing mathematics to forecast future events based on historical data?
How do you call a process of reviewing historical items such as revenues and relating changes in those items to some business factor to form a predictive chart?
How do you call the process of reviewing historical data and calculating specific proportions between a business factor (such as production) and the number of employees needed?
How do you call a statistical technique that identifies the relationship between a series of variable data points for use in forecasting future variables?
How do you call the use of nonquantitative methods to forecast the future, usually based on the knowledge of a pool of experts in a subject or an industry?
How do you call a process of terminating a group of employees, usually due to some business downturn or perhaps a technological change, with intend to improve organisational efficiency and effectiveness?
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