Questions and Answers
What is one of the main advantages of external recruitment?
What is the primary goal of workforce planning?
Which task is performed first in the process of acquiring new employees?
What is the turnover rate defined as?
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What is a key factor to consider when evaluating a candidate's capability to perform?
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Which analysis helps determine the current and future needs for workforce?
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What should a motivation letter primarily convey?
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Which document is considered the first impression of a candidate?
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What is an advantage of internal hiring?
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What is often viewed critically in a candidate's application materials?
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What should be considered when determining employee acquisition needs?
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Which of the following is NOT a disadvantage of internal hiring?
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Which of the following is NOT a factor in assessing applicants' potential to perform?
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What factor influences the decision to hire internally versus externally?
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What is essential for maximizing the impact of personnel advertising?
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Which of the following describes natural turnover?
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Study Notes
Workforce Planning
- Analyze current workforce capabilities and compare with future requirements.
- Turnover rate measures total new hires and departures relative to positions over one year, including natural turnover (retirement, death).
- Workforce analysis involves assessing present staffing and forecasting future needs to maintain service levels.
- The gap identified through staffing analysis may necessitate recruitment of new employees.
Employee Acquisition
- Goals in employee acquisition include determining the quantity, skillset, and timing for new hires.
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Internal Acquisition:
- Expands working hours and utilizes existing staff in different roles.
- Offers promotions for career development and promotes better utilization of personnel.
- Advantages include familiarity with company culture and lower costs; quicker filling of vacancies.
- Disadvantages involve limited personnel options and potential tensions among former colleagues.
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External Acquisition:
- Recruitment for temporary or permanent positions from outside the organization.
- Advantages include introduction of new ideas and access to a larger candidate pool.
- Disadvantages consist of the higher cost, unknown compatibility, and the need for external advertising.
Personnel Advertising
- Critical to acquire suitable employees for vacant positions.
- Begins with internal searches, moving to external postings if necessary.
- Goals include defining target groups with required skills, aligning job offerings with candidate expectations, and selecting the right advertising channels.
- Common media for job postings include the internet, newspapers, and employment agencies.
Employee Selection
- After defining the target group, assess applicants against positions based on three core criteria:
- Capability to Perform: Evaluates alignment of a candidate's skills with job requirements.
- Willingness to Perform: Assesses readiness of candidates to utilize their skills and meet company standards.
- Development Opportunities: Considers potential for the candidate's growth through training and adaptability to role requirements.
- Potential to Perform: Evaluates future prospects for the candidate in higher-value positions.
Application Documents
- Key components of application materials include:
- CV: Summarizes education, work experience, extracurricular activities, personal information, and special skills (e.g., ICT, languages).
- Motivation Letter: Articulates the candidate's interest in the position and the company.
- Certificates and References: Provides validation of the applicant's background; however, job references may not always be entirely objective.
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Description
This quiz covers the essentials of workforce planning and employee acquisition strategies. Learn about analyzing current workforce capabilities, understanding turnover rates, and the implications of staffing analysis. Explore the differences between internal and external hiring approaches, and their respective advantages and disadvantages.
