Professional Documents
Culture Documents
Workforce can become leaner, or Productivity can increase with same workforce Possible deskilling of workforce Potentially less HR staffing
requirements Change in people types requires Resourcing/reallocation of talent Standardising policies
What are the changing demographic characteristics that have accompanied globalisation?
Ageing population Intergenerational conflict Declining fertility rates Declining mortality rates Increased female participation rates in the
workforce 20 years ago (increased from 24% to 55%) Greater diversity in workforce due to immigration Increased casualization of workforce
What is one of the the main benefit of outsourcing part or all of a company's work force?
Reduced production cost due to increased specialization or re-location to a cheaper labour country Possible access to economies of scale
Availability of lower cost or more flexible employment agreements
How does the concept of job analysis interact with and and respond to human resource functions?
Job analysis provides a guide to the type of person that needs to be recruited and provides the role description and person specification for
the recruitment process. It also provides KPIs and job functions which input into the processes of performance management, compensation
management and workplace relations.
Having completed the analysis and design of a job, how would you go about bridging the gap between the potential employees
competencies and the role description person specifications?
Induction Job training and development Organization information
What should an organisation first define in order for its identified competencies to be effective?
Mission, key objectives, skills needed, strategies to reinforce, reward systems to reinforce.
What can the manager do about the gap between what is part of the job requirement and the skills possessed by the person
selected for the job?
A human resource development plan is required that identifies the objectives of the organisation and strategies of achieving it.
In the context of entrepreneurship, would it make sense to hire a a team that all share the same personality traits and skills, or would
it make more sense to diversify?
It would make more sense to diversify, since the result would be employees with various views, ideas and opinions. This would greatly add to
the potential varied business ideas and ways of doing things. Different behavioural preferences could, for example, ensure a wider range of
options are considered, that teams do not jump to conclusions, and that people issues are considered as well as technical issues
What are the three key performance indicators of a recruitment process and list some ways in which these might be accomplished?
* Lower time to fill a role: Develop a talent pool using previous applicants and those expressing an interest, use alumni, graduate program,
employee referrals * Higher quality of hire: Effective interviewing and selection techniques, developing and using an accurate position and
person description for the role * Lower cost per hire: Reducing use of external sources (e.g. relying on already developed talent pool instead
of advertising each role), making effective use of technology, effective use of internal transfers.
What are the major differences between the Sensing (S) and Intuitive (N) factors in the MBTI types shorthand tags?
A person who has a Sensing preference takes in information based on prior experience and what can be observed, while a person with an
intuitive preference looks for the big picture and focusses on relations and connections between facts
Why should the MBTI psychological type NOT be used as a criteria for choosing the right candidate for a job?
It only indicates the preferences of a candidate; it does not mean they don't have the right competencies or cannot behave in the way
required by a role.
HR simulations are beginning to be more widely used in HR planning. Discuss the advantages and disadvantages of using
simulations.
Positives:* Ability to identify likely gaps in employee numbers and disciplines* Provides time for recruiters to plan campaigns and strategy*
Facilitates exploration of alternative strategies eg recruitment vs training
Negatives include:* Requires large amount of information to be accurate, smaller organisations may not have access to this* Can be taken
as fact rather than exploration of possible outcomes * Can be costly* Can be time consuming
What are the key external aspects of labour supply (analysis) do HR practitioners need to understand
Demographic changes
Workforce education
Labour mobility
Government policies
Unemployment rate
Cultural make-up
Can range from work-life balance,wellness programs, travel, canteens, laptops, mobiles, gym membership
What are the benefits of having a strong, managed employee value proposition (brand)?
Improves attraction of company in market
Improves employee commitment
Reduces salaries that need to be offered to get people to join
What are the different strategies a company can follow, and which affect HR approaches?
Porter: Strategies of cost leadership, differentiation and niche approaches.
An alternative description is
Storey & Sisson: Innovation, quality improvement and cost reduction.
Each needs different HR approaches
What three factors are important in using an employee value proposition (brand) to attract potential employees
Howimportant is the attribute?
Do candidates care about it enoughto take into account
Arecandidates aware of the attribute?
How easy is it to get info intomarket
Howdo candidates perceive companys delivery of the attribute?
Positive or negative impressions
What does research suggest are the key categories to consider in developing a brand/EVP to attract people to your organisation
Rewards
Opportunities
Work
People
Organization
Need to establish which are the most important to your target employees
EEO: action to ensurethat all individuals have an equal opportunity for employment, regardless ofrace, colour, religion, gender, national
origin or other characteristics
AffirmativeAction: deliberate action to advantage particular groups of (usually disadvantaged) people in the workplace.. Can be voluntary
or mandated eg South Africa legislated support for historically disadvantaged S Africans (black or mixed race)