Management and Organizational Studies 3383A/B Lecture Notes - Lecture 4: Human Resources, Job Satisfaction, Organizational Culture

• School: Western University
• Department: Management and Organizational Studies
• Course: Management and Organizational Studies 3383A/B
• Professor: Linda Eligh

Document Summary

1 because it attempts to balance between the work that needs to be done and the workforce that performs the tasks to do the work. 2 insufficient work and too many employees lead to inefficiencies and lower productivity. 3 employees may become cored and unmotivated and engage in counterproductive behaviors. 4 on the other hand, too much work and an insufficient number of employees leads to higher. Hu(cid:373)a(cid:374) (cid:396)esou(cid:396)(cid:272)es fo(cid:396)e(cid:272)asti(cid:374)g: (cid:272)o(cid:374)stitutes the (cid:862)hea(cid:396)t(cid:863) of the hr pla(cid:374)(cid:374)i(cid:374)g process, can be defined as ascertaining the net requirement for personnel by determining the demand for and supply of human resources now and future. Benefits of hr forecasting: reduces hr costs, increases org flexibility, ensures a close linkage to the macro business forecasting process, ensures that org requirements take precedence over issues of resource constraint and scarcity (hr supply and hr demand) Hu(cid:373)a(cid:374) (cid:396)esou(cid:396)(cid:272)es de(cid:373)a(cid:374)d: the o(cid:396)g"s p(cid:396)oje(cid:272)ted (cid:396)e(cid:395)ui(cid:396)e(cid:373)e(cid:374)t fo(cid:396) hr.