Management and Organizational Studies 1021A/B Final: HR final exam notes (4-11).docx

• School: Western University
• Department: Management and Organizational Studies
• Course: Management and Organizational Studies 1021A/B
• Professor: Denise Cruz

Document Summary

Chapter 4: planning for and recruiting human resources. Video in class: intership good ex/of how recruitment should not work. The workforce planning process: forecasts of labour demand/supply, forecasts of labour surplus of shortage, goal setting and strategic planning, program implantation and evaluation. Statistical methods always complemented with subjective judgments of experts too many. Once in a lifetime" changes that statistical methods cannot capture. Forecasting labour demand: organizations usually forecast demand for specific job categories or skill areas. Planner must forecast whether need for people with skills/experience will increase/decrease: statistical models: Trend analysis constructing and applying statistical models that predict labour demand for the next year, given relatively objective statistics from the previous year. Leading indicators objective measures that accurately predict future labour demand, which can include: measures of the economy (sales/inventory, actions of competitors, changes in technology, trends in the composition of the workforce.