International HR Management - Workforce Planning
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Questions and Answers

What is the primary goal of workforce planning?

  • To reduce employee turnover rates.
  • To enhance employee engagement and satisfaction.
  • To implement salary increases effectively.
  • To ensure the organization has the necessary personnel to achieve its goals. (correct)

Which phase is NOT part of the workforce planning process?

  • Preparing an inventory of available human resources.
  • Establishing a control system.
  • Evaluating employee performance. (correct)
  • Designing a training and development plan.

What type of analysis is included in forecasting demand for workforce planning?

  • Team-building exercises.
  • Skill assessments.
  • STEEP analysis. (correct)
  • Employee satisfaction surveys.

Which of the following is an example of external forecasting in workforce planning?

<p>Analyzing labor market conditions. (D)</p> Signup and view all the answers

Which aspect does workforce planning consider in relation to internationalization?

<p>Cultural issues within the local workforce. (C)</p> Signup and view all the answers

What is a crucial step in anticipating future staffing needs?

<p>Analyzing the jobs that need to be filled. (D)</p> Signup and view all the answers

What role do trends and ratio analyses play in workforce planning?

<p>They assist in external forecasting. (D)</p> Signup and view all the answers

Which of the following best describes the role of an algorithmic hiring tool in workforce planning?

<p>To streamline the selection and recruitment process through data. (D)</p> Signup and view all the answers

What is primarily included in a job description?

<p>Job identification and specifications (A)</p> Signup and view all the answers

Which component of a job description outlines the skills required for the job?

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

What is NOT typically included in a job description?

<p>Salary package (B)</p> Signup and view all the answers

In the context of job descriptions, what does KSA stand for?

<p>Knowledge, Skills, Abilities (A)</p> Signup and view all the answers

What aspect of job descriptions refers to the hierarchical structure involved in the position?

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

How should a good job description begin?

<p>With a job identification or title (C)</p> Signup and view all the answers

What do the responsibilities and duties of a job description clarify?

<p>What actions are required to perform the job (C)</p> Signup and view all the answers

Which of the following is a focus of qualifications in a job description?

<p>Hard, measurable skills (B)</p> Signup and view all the answers

What is one potential disadvantage of employing immigrant expatriates?

<p>Potential lack of knowledge of corporate culture (B)</p> Signup and view all the answers

Which of the following is the primary reason for expatriate failure?

<p>Cultural adjustment challenges (A)</p> Signup and view all the answers

Which of the following combinations benefits immigrant expatriates?

<p>Host country acceptance and parent country expertise (B)</p> Signup and view all the answers

Which of these is an indirect cost associated with expatriate failure?

<p>Poor morale in host nationals (C)</p> Signup and view all the answers

What is a potential benefit of employing expatriates over parent country nationals (PCNs)?

<p>Broader talent pool (A)</p> Signup and view all the answers

What is the penalty for submitting an assignment two days late according to the guidelines?

<p>20% reduction in marks (B)</p> Signup and view all the answers

Which of the following is NOT included in the job description requirements?

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

What should be the focus of Step 1 in the team activity for job analysis and job description?

<p>Choose any position related to an international company (A)</p> Signup and view all the answers

In which session is the performance appraisal activity scheduled?

<p>Session 6 (B)</p> Signup and view all the answers

What type of activity will the team undertake during Session 4?

<p>Job analysis and job description (B)</p> Signup and view all the answers

What is a key objective of the workforce planning exercise?

<p>To identify the specific needs and characteristics for a new employee (D)</p> Signup and view all the answers

What is one common mistake made during the analysis of organizational necessities?

<p>Seeking the best candidate overall rather than the best fit for the job (B)</p> Signup and view all the answers

Which of the following is NOT a part of the job analysis process?

<p>Evaluating job satisfaction among current employees (B)</p> Signup and view all the answers

Why is job analysis important?

<p>It provides data for job descriptions and specifications (C)</p> Signup and view all the answers

Which method is NOT typically used for data collection in job analysis?

<p>Focus groups (B)</p> Signup and view all the answers

What should analysts consider when preparing for a job analysis?

<p>Recent technological advancements in the industry (B)</p> Signup and view all the answers

Which of the following is a benefit of tailored learning paths?

<p>They support personalized training programs (B)</p> Signup and view all the answers

What aspect of job analysis helps to clarify the information needed for hiring?

<p>Analysis and description of job roles (B)</p> Signup and view all the answers

What is the primary value of expatriates in an organization?

<p>To transfer business and technological know-how. (A)</p> Signup and view all the answers

Which of the following best describes host country nationals (HCN's)?

<p>They possess significant local knowledge and lower operational costs. (B)</p> Signup and view all the answers

What is a disadvantage of employing parent country nationals (PCN's)?

<p>They may struggle to adapt to a foreign culture. (D)</p> Signup and view all the answers

What is a characteristic of third country nationals?

<p>They are from a country different from both the firm and the host country. (A)</p> Signup and view all the answers

Which of the following is a benefit of employing host country nationals?

<p>They contribute to reducing international hiring costs. (D)</p> Signup and view all the answers

Which statement correctly describes parent country nationals?

<p>They maintain the same nationality as the firm's base country. (B)</p> Signup and view all the answers

What is a potential downside to hiring host country nationals?

<p>They may have limited connections to the parent company. (A)</p> Signup and view all the answers

Which of the following best characterizes expatriates?

<p>They relocate for business, bringing expertise from their home country. (B)</p> Signup and view all the answers

Flashcards

Workforce Planning

A process that interprets an organization's strategic plans to determine personnel needs, ensuring the right people with the right skills are in the right roles to achieve goals.

HR Demand Forecasting

Predicting the future need for employees based on factors like organizational strategy, budgets, and sales forecasts.

HR Supply Forecasting

Predicting the availability of employees based on internal factors (like employee turnover) and external factors (like the labor market).

STEEP Analysis

A framework for identifying external factors that can affect workforce planning.

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Succession Planning

A process for identifying and developing internal employees to fill future leadership roles.

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HR Audit

A systematic review of an organization's HR practices and policies to assess their effectiveness and identify areas for improvement.

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Talent Management

Strategies to attract, develop, engage, and retain skilled employees.

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Workforce Planning Phases

Steps in workforce planning, including inventory of resources, anticipating needs, and designing a plan for selection, training, development, and compensation.

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Job Analysis

Systematically collecting information about a job's context, tasks, required behaviors, and human requirements.

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Job Description

A document outlining the tasks, responsibilities, and requirements for a specific job.

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Data Collection Methods

Techniques used to gather information about a job, including observations, interviews, employee logs, questionnaires and company documents.

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Job Analysis Process

Steps involved in gathering information about a job, including preparation, data collection, and data utilization.

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Organizational Needs

Specific requirements and characteristics that new hires must possess to fulfill organizational goals.

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Hiring Mistakes

Common errors in hiring, such as looking for the most qualified candidate instead of the best fit for the job, leading to underutilization and demotivation.

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Tailored Learning Paths

Learning plans customized for specific workers based on their needs and roles.

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KSA's

Knowledge, Skills, and Abilities - the specific qualifications needed to perform a job effectively.

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Performance Appraisal

A formal process for evaluating an employee's job performance, achievements, and potential for growth.

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Compensation

The total rewards package offered to an employee, including salary, benefits, bonuses, and other perks.

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Expatriate

An employee who relocates from their home country to work in a foreign location for a business.

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PCN

Parent country national, an employee whose nationality is the same as the company's but different from the host country.

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HCN

Host country national, an employee whose nationality is the same as the host country where the company operates.

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Third Country National (TCN)

An employee whose nationality is different from both the company's and the host country.

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What are the benefits of hiring PCNs?

PCNs offer expertise transfer, personnel development, improved communication, and a unified organizational policy. They act as a ‘glue’ for multinational corporations.

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What are the drawbacks of hiring PCNs?

PCNs can be expensive, have difficulties adapting to foreign cultures, and might lack continuity in the host country.

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What are the advantages of hiring HCNs?

HCNs have local knowledge, lower costs, aid in local talent development, and provide linguistic and cultural fit, ensuring continuity and alignment with local employment policies.

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What are the challenges of hiring HCNs?

HCNs may lack parent company culture, require development time, and could face communication issues with headquarters. Disseminating HQ practices can be challenging.

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Job Description Purpose

A job description explains the tasks and responsibilities of a job, but not the compensation or benefits.

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Job Description Components

A job description typically includes job identification (title), summary, responsibilities, relationships (reporting structure), and qualifications (skills, experience).

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Job Summary

A brief overview of a job, describing the main aspects of the role in one or two sentences.

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Responsibilities & Duties

Detailed descriptions of the specific tasks and job actions expected of the employee, more specific than the summary.

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Relationships/Authority

Explains who the employee reports to, supervises, and/or works with. Outlines the reporting structure of the job.

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Qualifications

Specifies the required knowledge, skills, and abilities (KSAs), experience, and education for the job.

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Job Description Uses

Job descriptions are used for recruitment, selection, performance appraisals, compensation, and training/development.

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Exclusions from Job Descriptions

Avoid including compensation, benefits, or employment duration in job descriptions; these details come later in the recruitment process.

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What are the advantages of using local expatriates?

Using local expatriates offers advantages such as lower relocation costs, a wider talent pool, and deeper local knowledge. They also have strong language skills and are accepted by the host country. They can also offer expertise from the parent company.

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What are the disadvantages of using local expatriates?

While local expatriates offer advantages, they can also have disadvantages such as potential lack of knowledge about the company's culture and demotivation for local employees. They may also face challenges with traditional rivalries between nations.

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What are the reasons for expatriate failure?

Expatriate failure can occur due to various reasons, with cultural adjustment being the most common. Family concerns, career concerns, and security issues also contribute to early returns or incomplete assignments. Damaged relationships with the host government, business network, and host staff are also potential consequences.

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Direct Cost of Expatriate Failure

Direct costs associated with expatriate failure include pre-departure training, relocation expenses (airfare, visas, work permits), and additional expenses like health insurance.

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Indirect Cost of Expatriate Failure

Indirect costs of expatriate failure include the loss of relationships with host governments and clients, decreased market share, and lowered production due to poor morale among local staff.

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Study Notes

International Human Resource Management - Session 4: Workforce Planning

  • Session 4 of the HR301E_B course focuses on workforce planning.
  • Workforce planning involves interpreting organizational strategies to determine personnel needs.
  • The goal of workforce planning is to ensure the organization has the right people with the right qualifications and experience in the right positions to meet its goals.
  • Internationalization of workforce planning involves considering potential cultural, economic, and legal/political differences across various international markets.

HR Cycle

  • The HR cycle includes planning, staffing, orientation, compensation, performance, appraisal, and training & development.
  • Each stage in the cycle is interconnected and influences the others.
  • External and internal contexts play a significant role in workforce planning.

Workforce Planning Phases

  • Phase a): Inventory of available human resources.
  • Phase b): Anticipation of future staffing needs.
  • Phase c): Designing the plan for selection, training, development, promotion, and compensation.
  • Phase d): Analysis of jobs to be filled.
  • Phase e): Establishing a control system.

HR Demand & Supply Forecasting

  • Demand forecasting involves analyzing external factors (e.g., industry trends, competition) and internal factors (e.g., organizational strategy, budgets) to determine future staffing needs.
  • Supply forecasting involves assessing internal resources (e.g., existing talent, skill inventories) and external resources (e.g., labor market trends, immigration) to predict workforce availability.

Workforce Planning Examples

  • Companies like Google, Unilever, IBM, and CMS utilize various programs and technologies for workforce planning.
  • Examples of these programs include: People analytics teams, Future Fit Plans, SkillsBuild platforms, and Workforce Architecture Programs.
  • These tools aim to identify effective managers, use algorithmic hiring tools, implement tailored learning programs centered around specific skills, and use multiple workforce scenarios to account for varying business strategies.

Job Analysis & Job Description

  • Job analysis objectives: Identify necessary job skills and qualifications.

  • Avoid relying solely on the best possible candidate but focus on finding the best candidate for the specific job position.

  • Understand realistic requirements to prevent hiring unqualified employees who become under/unutilized or demotivated.

  • Tools to clarify job information – Job analysis and job description.

  • Job analysis process: Collection of information about the job including; job context, tasks, work activities, behaviors, machines/tools/equipment, work aids.

  • Job Content Information collected during the job analysis process is used for other HR functions within the HR process cycle.

  • Job description process: Includes a concise job summary, duties and responsibilities, relationships within the organization, qualifications, (e.g., knowledge, skills, abilities), and potential working conditions.

  • Job description components: Job identification (title), summary, responsibilities, relationships, qualifications, and optional aspects like working conditions and performance standards.

Expatriates & International Assignees

  • Expatriates are individuals relocating from their home country to another country for business purposes.
  • Their value includes transferring business/technological know-how, personnel development, enhancing communications between subsidiaries/headquarters, and standardizing organizational policy.

Parent-country Nationals (PCNs)

  • PCNs are employees from the same nationality as the company but work in another country.
  • Benefits—Communication, coordination, control & MNC glue, personal development.
  • Drawbacks—Limited local knowledge, high costs, difficulty adapting.

Host-country Nationals (HCNS)

  • HCNS are employees from the country where the firm operates.
  • Benefits—Strong local knowledge, lower costs, no language barrier, continuity, alignment with local government policies.
  • Drawbacks—Potential limited parent company culture, development time, communication challenges..

Third-country Nationals (TCNs)

  • TCNs are employees from a country other than the firm or host country.
  • Benefits—Exposure to diverse cultures/languages, additional talent, lower relocation costs compared to PCNs.
  • Drawbacks—Potential demotivation for local workers, persistent cultural barriers, lack of knowledge about corporate culture.

Immigrant Expatriates

  • Immigrant expatriates are host-country managers educated in the home country of the parent firm.
  • Benefits—Local knowledge, language skills, host-country acceptance, familiarity, lower costs.

Expatriate Failure

  • Early return: Common reasons are cultural adjustment challenges, family concerns, security concerns, and career uncertainties.
  • Failure to complete assignment: Stems from damaged relationships with host governments/clients, poor morale amongst host nationals, potentially negative impact on the host country's market.

Cost of Expatriate Failure

  • Direct costs: Pre-departure training, relocation expenses, airfare, visas, work permits, health insurance.
  • Indirect costs: Damaged relationships with host governments/clients, loss of market share, decreased morale/productivity, replacement/unplanned strategy changes, loss of self-esteem/productivity, and loss of promotion opportunities.

Assessment Methods - Team Assignments

  • Various assignments, such as team contracts, Harrods/Primark cases, job analysis/description, selection systems, appraisals, compensation programs, and training programs, are used for assessment.

Session 4 Hands-on Activity

  • Teams will select an international company position.
  • Teams will conduct job analysis & develop a job description.

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Related Documents

HR301E_B International Human Resource Management Session 4 Workforce Planning PDF

Description

This quiz covers Session 4 of the HR301E_B course, focusing on workforce planning within international human resource management. It discusses the importance of aligning personnel needs with organizational strategies and the phases involved in effective workforce planning, including considerations for cultural and legal differences in various markets.

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