Basics Of Human Resource Management Module 2
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What is a key component of candidate retention activities?

  • Offering high salaries
  • Immediate hiring after interviews
  • Providing free meals at the office
  • Project work relevant to the company (correct)

    • Which of the following represents a responsibility typically assigned during a regular internship?

  • Managing the entire department
  • Working on a small project (correct)
  • Conducting interviews for new hires
  • Creating the company budget

    • What stage in the candidate retention cycle follows planning?

  • Operations
  • Nominations
  • Recruiting
  • Job Offer (correct)

    • Which activity is considered transactional work in the context of an internship?

    <p>Daily tasks in one or more business functions (C)</p> Signup and view all the answers

    In the context of Talent Relationship Management, what does the talent pool refer to?

    <p>Candidates previously considered by the company (B)</p> Signup and view all the answers

    Which of the following is an internal factor affecting workforce planning?

    <p>Corporate strategy (D)</p> Signup and view all the answers

    What is the primary focus of quantitative workforce planning methods?

    <p>Determining the number of employees required (A)</p> Signup and view all the answers

    Which method uses statistical models to predict labor demand based on past data?

    <p>Trend Analysis (B)</p> Signup and view all the answers

    Which aspect does workforce planning primarily address?

    <p>Qualifications and skill sets required (A)</p> Signup and view all the answers

    What is a common external factor that influences workforce planning?

    <p>Legal and political situation (C)</p> Signup and view all the answers

    Which of the following is NOT a component of the core questions in workforce planning?

    <p>How to manage employee emotions? (D)</p> Signup and view all the answers

    Task analysis in workforce planning focuses on what?

    <p>Identifying and quantifying tasks (B)</p> Signup and view all the answers

    What factor is associated with workforce losses in the context of planning?

    <p>High employee turnover (C)</p> Signup and view all the answers

    What is a primary role of employer branding for companies?

    <p>To create a strong preference among target candidates (A)</p> Signup and view all the answers

    Which channel is recommended for reaching potential apprentices?

    <p>Facebook (A)</p> Signup and view all the answers

    How can employees contribute to employer branding?

    <p>By acting as credible brand ambassadors (B)</p> Signup and view all the answers

    What does the employer brand promise to potential candidates?

    <p>An assurance that expectations will be met (D)</p> Signup and view all the answers

    What is one benefit of having employees whose values align with the company?

    <p>Reduced hiring costs (D)</p> Signup and view all the answers

    What is one disadvantage of career fairs?

    <p>Direct competition with other employers (B)</p> Signup and view all the answers

    Which of the following is NOT a function of employer branding from the candidate's perspective?

    <p>Ensuring job security (D)</p> Signup and view all the answers

    An effective employer brand can lead to which of the following results?

    <p>Increased employee retention (B)</p> Signup and view all the answers

    What is the significance of communication channels in employer branding?

    <p>They should align with candidate preferences (C)</p> Signup and view all the answers

    Which of the following is NOT part of the executive search process?

    <p>Social media outreach (D)</p> Signup and view all the answers

    What is the role of executive search consultants in filling positions?

    <p>They provide secret assistance to employers. (C)</p> Signup and view all the answers

    What distinguishes active search from ad-based search in executive search?

    <p>Active search is based on research, while ad-based search is more passive. (C)</p> Signup and view all the answers

    What is a benefit of employer branding?

    <p>It enhances the organization's appeal to potential candidates. (C)</p> Signup and view all the answers

    Which aspect is crucial when identifying target companies in the executive search process?

    <p>Taking off-limits companies into account (D)</p> Signup and view all the answers

    Which is NOT a common activity for executive search consultants after presenting candidates?

    <p>Conducting salary surveys (B)</p> Signup and view all the answers

    What does Strategic Workforce Planning primarily aim to align with?

    <p>Long-term changes in workforce demands (A)</p> Signup and view all the answers

    Which aspect is NOT considered in Strategic Workforce Planning?

    <p>Employee salary negotiations (D)</p> Signup and view all the answers

    What is the primary objective of analyzing the employee structure in HR planning?

    <p>To forecast hiring trends and gaps (D)</p> Signup and view all the answers

    What does a surplus of employees indicate in HR planning?

    <p>The organization's workload has decreased (D)</p> Signup and view all the answers

    Which component is essential for effective workforce planning?

    <p>Integration of external factors (C)</p> Signup and view all the answers

    Which of the following is part of the planning of HR needs?

    <p>Determining the number of required employees (B)</p> Signup and view all the answers

    What can be classified as a potential outcome of not conducting Strategic Workforce Planning?

    <p>Higher levels of employee turnover (D)</p> Signup and view all the answers

    What does the term 'congruence' refer to in HR planning context?

    <p>Matching the current staff with workforce requirements (D)</p> Signup and view all the answers

    What is the primary goal of campus recruiting activities?

    <p>To build relationships and connect with high talent individuals (D)</p> Signup and view all the answers

    Which statement best reflects the power of employee referral programs?

    <p>They allow employees to recommend candidates they know personally. (C)</p> Signup and view all the answers

    What is indicated as a consequence of using referrals in simple hiring scenarios?

    <p>Higher likelihood of nepotism (D)</p> Signup and view all the answers

    Which method is categorized under high effort but low benefit in campus recruiting activities?

    <p>Company sponsorships (D)</p> Signup and view all the answers

    What is one key feature of labour markets as described in the content?

    <p>Weak ties can play a significant role in hiring. (C)</p> Signup and view all the answers

    In strategic hiring, which of the following is primarily considered?

    <p>Long-term relevance and alignment with business goals (C)</p> Signup and view all the answers

    Which activity is generally associated with low effort and high benefit in campus recruiting?

    <p>University days (C)</p> Signup and view all the answers

    What is a characteristic of 'A-Players' in the hiring process?

    <p>They often seek out other A-Players. (D)</p> Signup and view all the answers

    What factor is crucial when defining and prioritizing hiring scenarios?

    <p>Current and future demands of the industry (D)</p> Signup and view all the answers

    How are difficult hiring needs typically addressed according to the discussion?

    <p>By implementing referral programs (B)</p> Signup and view all the answers

    Study Notes

    Basics Of Human Resource Management Module 2

    • This module covers the fundamentals of human resource management.
    • The instructor is Regina Rastbichler, MA, a professor (FH) and mag. (FH).
    • The module includes a section on the HRM landscape.

    HRM Landscape

    • The topic explores various facets of Human Resource Management.
    • Key components include employer branding, talent acquisition, change management, diversity, compensation, HR organization, and HR control.
    • The diagram is a triangle emphasizing different aspects of HRM.

    Strategic Workforce Planning

    • Strategic workforce planning aligns with company objectives, anticipating long-term workforce needs.
    • It considers qualitative and quantitative aspects of employee structure, strength, and weaknesses.
    • This planning method is multi-dimensional, dynamic, and informed by scenarios based on external and internal factors.

    Planning of HR Needs

    • The diagram illustrates a visual representation of how workforce requirements change over time.
    • The diagram displays different scenarios of deficit and surplus in relation to employees and required staff.
    • The diagram compares the current employee count with the number of required employees.

    Determinants of Workforce Planning

    • External factors like market changes, economic conditions, and demographics influence workforce planning.
    • Internal factors, such as company strategy and organizational restructuring will have a considerable impact on workforce planning.
    • The factors include those like vacation policies and the turnover rate.

    Factors Determining Workforce Demand

    • The model shows how factors like hiring, promotions, and retirement influence workforce demand.
    • The illustration emphasizes how internal and external factors influence workforce demand.
    • The illustration shows different career levels (like junior and senior) and associated movement factors like promotion, loss (e.g. retirement, turnover) and hiring.

    Workforce Planning - Core Questions

    • Core questions in workforce planning include quantitative aspects like the number of employees and qualitative aspects like qualifications
    • Timing and locations, as well as the connection with performance/production programs are also important.
    • There is a need for strategic analysis in scenarios and portfolios.

    Quantitative Workforce Planning Methods

    • Leading indicators help determine the ratio between performance and required staff based on assumptions.
    • Trend analysis projects future labor demand using statistical models based on previous years' data.
    • Task analysis quantitatively analyzes work tasks to ascertain staffing needs.
    • Conclusion by analogy draws comparisons between the current workforce and similar organizations.

    Operational Workforce Planning

    • Trend analysis is used to forecast and plan for future workforce needs by examining historical data on revenue, sales reps, FTEs, and total FTE count.
    • The data provides an average annual revenue growth rate which in 2024 is approximately 8%, and average revenue/sales rep
    • Data presented on this page help estimate workforce needs, based on objective statistics, over time.

    Workforce Planning Using Example Italian Restaurant

    • This section lists the different tasks and the time needed for each.
    • This page lists various tasks based on guests and their associated durations.
    • This part of the document details the workforce demand and calculation of total time required for all tasks, based on given guest numbers.

    Qualitative Workforce Planning

    • This section describes how to classify employees based on their demographics, jobs roles and level of competencies and education.
    • It also emphasizes the increasing importance of workforce diversity in relation to company age patterns, or generation differences.

    HRM Landscape (Repeated)

    • This section, provides a graphic representation of the key elements of Human Resource Management.

    A Strong Talent Acquisition Strategy

    • Key questions to ask in developing a strong talent acquisition strategy include factors affecting competitive advantages and long-term success.
    • What are the major challenges in talent acquisition and how are resources allocated to overcome these challenges?
    • What are the key approaches to talent acquisition in light of the challenges and goals specified?

    Quick Brainstorming

    • Generating ideas for possible recruitment channels and cost estimates for different recruitment methods is important.

    Job Ads

    • Employee value proposition (EVP), Job Identification and location are included in the page.
    • The page discusses social media, tasks, requirements, as well as employee education and the importance of creating attractive advertisements.

    Internal Versus External Hiring

    • Internal hiring offers lower risks, faster time-to-hire and lower costs.
    • Internal hiring includes internal competition, and faster integration into the company.
    • External hiring comes with the potential for greater insights and more options, but at higher costs and risks.

    Contingent Workforce

    • A diagram illustrates contingent work arrangements.

    Career Fairs

    • Career fairs offer direct and immediate contact with potential candidates.
    • There is limited contact with passive seekers, therefore, a lower quality of talent is likely to be drawn to the fair.
    • Recruiting competition from other employers is present .
    • Executive positions are frequently filled by executive search consultants.
    • Leading search agencies and firms are mentioned in the text.
    • The process involves determining requirements, checking references, and negotiating job conditions.

    Employer Branding and Active Sourcing

    • This section discusses employer branding and active sourcing strategies.

    Why Employer Branding?

    • The shift from an employer’s market to a candidate’s market necessitates understanding why candidates choose particular companies.
    • Creating a strong employer brand with relevant values and communicated workplace reality is vital.

    Employer Image as a Competitive Advantage

    • This section discusses how employer branding can be a competitive advantage.
    • Data shows Awareness, Company Image, Employer Image, Job Appeal, and Application and Retention rates.

    Goal of Employer Branding

    • Employer branding goals include enhancing competitiveness, retaining key employees, optimizing talent acquisition, and crafting a strong HR policy.

    Which Promise?

    • This segment features different company Logos.

    Product Brand Versus Employer Attributes

    • This segment presents diagrams to make comparisons between product and employer attributes in a structured manner.

    Arguments for Potential Employee Value Propositions

    • The page discusses different components of the Employee Value Proposition (EVP).
    • This page covers compensation, benefits, career opportunities, work-life balance, tasks; product and services, company culture, leaders, social responsibility, health benefits, as well as many other relevant attributes.

    Building an Employer Brand

    • The process includes target group definition, operations, analysis, and strategy.

    Employee Value Proposition (EVP)

    • EVP links company strengths with target group preferences.

    Defining the Employee Value Proposition

    • Data shows how to determine the EVP, considering employer strengths, target group preferences, and competitors’ strengths.

    Function of EB from Company Perspective

    • Employer branding functions include building employer brand preference and attracting suitable candidates thus leading to reductions in recruitment costs and higher employee retention.

    Function of EB from Candidate Perspective

    • Employer branding provides candidates with information and creates trust.
    • This perspective shows how the Employer Brand creates identification with the company.

    Active-Passive- and Non-Seeking Candidates

    • This section presents a visual representation of different candidate types.
    • The diagram classifies candidates based on how actively they seek employment opportunities.

    Active and Passive Ways of Talent Sourcing

    • This section explores diverse methods for actively and passively recruiting talent.
    • Different approaches to talent sourcing are detailed, such as direct sourcing (poaching), tribal recruiting, social community recruiting and employee referrals.

    Campus Recruiting

    • Campus recruiting identifies target universities and builds relationships with relevant departments.
    • Campus recruitment involves building relationships with universities, professors and students.

    Campus Recruiting Activities

    • This section details specific campus recruiting activities.

    Labour Markets Are Networks

    • This section focuses on the concept that the labor market is a network.
    • It emphasizes the importance of networking and weak ties, indicating that referral programs are essential in today’s labor market.

    Employee Referral Programs

    • Employee referral programs facilitate hiring through employee recommendations.
    • The company benefits using this method; the employee benefits with a reward or bonus.

    Social Community Recruiting

    • This page lists Social Community recruiting strategies focusing on the use of online platforms (e.g. LinkedIn) to find suitable candidates.

    Talent Relationship Management

    • This section describes how talent relationship management (TRM) interconnects with each of the above components.

    Candidate Retention Activities

    • Candidate retention methods, like formal assessments, project work, and internships, build relationships with the company and employees.

    Candidate Retention Cycle

    • The cycle illustrates how talent pool nominations, operations and recruiting are key factors throughout the process of candidate retention. Also, job offerings are crucial in this cycle.

    Media Channels

    • This page lists different media platforms for candidate connection and communication, and highlights their relative importance.

    ### Additional Information

    • The sections cover various details about human resource management, recruitment, and retention.
    • Data, including tables and graphs, is used throughout to support the content.
    • A historical example of workforce/recruitment practices is presented for historical context.

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    02 Workforce Planning, Talent Acquisitions and Employer Branding PDF

    Description

    This quiz explores the fundamentals of Human Resource Management and the HRM landscape, focusing on employer branding, talent acquisition, and change management. Additionally, it covers strategic workforce planning and the planning of HR needs with a multi-dimensional approach. Test your knowledge on these essential HR concepts and practices.

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