MHR 849 Chapter Notes - Chapter 7-8: Markov Model, Succession Planning, Linear Programming

• School: Ryerson University
• Department: Human Resources
• Course: MHR 849
• Professor: Margaret Yap

Document Summary

Internal is more preferred because it ensures ee loyalty and performance: ees already socializes to norms, rules, and procedures of organization, detailed knowledge about ee"s history: performance & ksas. Skills inventory; individualized personnel record held on each ee except those currently in management or professional positions. Must be kept current (purpose of skill search. 1. personal information: name, ee number, job classification, compensation, telephone number. 2. education, training, & skill competencies: certificates, licenses, diplomas/degrees. 3. work history: date hired, seniority, current job & supervisor. 4. performance ratings: numerical score of ee"s history of performance. Management inventory; individualized personnel record for managerial, professional, or technical personnel that includes all elements in the skills inventory plus information on specialized duties, responsibilities, and accountabilities. 3. accountabilities for current job: number of subordinates. Succession planning: reward managers for developing and retaining their ees. Uses information obtained from skills and management inventories. Supervisors/hr staff must create succession/replacement charts and tables for key executives, managerial, or professional jobs.