Podcast
Questions and Answers
What was the primary focus of manpower planning in the 1960s?
What was the primary focus of manpower planning in the 1960s?
Workforce planning today is primarily based on predicting future supply and demand using historical data.
Workforce planning today is primarily based on predicting future supply and demand using historical data.
False
What does workforce planning help to interpret in terms of business planning?
What does workforce planning help to interpret in terms of business planning?
People requirements
Workforce planning covers activities such as succession planning, smart working, flexible working, and __________ planning.
Workforce planning covers activities such as succession planning, smart working, flexible working, and __________ planning.
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Match the following aspects of workforce planning with their descriptions:
Match the following aspects of workforce planning with their descriptions:
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What is the main focus of systematic workforce planning?
What is the main focus of systematic workforce planning?
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Workforce planning is more based on scientific methods than artistic approaches.
Workforce planning is more based on scientific methods than artistic approaches.
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What does an organization need to consider when forecasting the supply of suitable people?
What does an organization need to consider when forecasting the supply of suitable people?
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The business plan provides the basis for the workforce plan insofar as it sets out what the organization intends to do in terms of __________ and the scale of those activities.
The business plan provides the basis for the workforce plan insofar as it sets out what the organization intends to do in terms of __________ and the scale of those activities.
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Match the following concepts with their descriptions:
Match the following concepts with their descriptions:
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What is a significant challenge faced in quantitative workforce planning?
What is a significant challenge faced in quantitative workforce planning?
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According to Cappelli, estimates of demand for talent are highly accurate and stable over time.
According to Cappelli, estimates of demand for talent are highly accurate and stable over time.
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Who noted that HR plans should be tentative, flexible, and regularly reviewed?
Who noted that HR plans should be tentative, flexible, and regularly reviewed?
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What is the primary aim of the sales department's strategy?
What is the primary aim of the sales department's strategy?
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Managerial judgement is a quantitative method for forecasting workforce requirements.
Managerial judgement is a quantitative method for forecasting workforce requirements.
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What kind of data is collected under 'qualitative internal data'?
What kind of data is collected under 'qualitative internal data'?
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_______ analysis is a method used to collect qualitative external data concerning political, economic, social, technological, legal, and environmental factors.
_______ analysis is a method used to collect qualitative external data concerning political, economic, social, technological, legal, and environmental factors.
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Match the type of forecasting with its description:
Match the type of forecasting with its description:
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Which of the following is NOT a component of qualitative internal data?
Which of the following is NOT a component of qualitative internal data?
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The 'top-down' approach to forecasting involves input from departmental managers.
The 'top-down' approach to forecasting involves input from departmental managers.
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List two types of qualitative external data used in workforce planning.
List two types of qualitative external data used in workforce planning.
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What is the primary purpose of demand forecasting?
What is the primary purpose of demand forecasting?
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Departmental managers prepare their forecasts without any guidelines.
Departmental managers prepare their forecasts without any guidelines.
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What two approaches should be adopted for effective managerial judgment in planning?
What two approaches should be adopted for effective managerial judgment in planning?
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The annual budget and longer-term business plan are the basis for creating ______________ forecasts.
The annual budget and longer-term business plan are the basis for creating ______________ forecasts.
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Match the following departments with their roles in demand forecasting:
Match the following departments with their roles in demand forecasting:
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Who typically reviews and reconciles discrepancies in forecasts?
Who typically reviews and reconciles discrepancies in forecasts?
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The final amended forecast must be submitted to departmental managers for approval.
The final amended forecast must be submitted to departmental managers for approval.
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What must the HR department prepare in conjunction with other departments?
What must the HR department prepare in conjunction with other departments?
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What is essential to cope with unforeseeable changes in people requirements during implementation?
What is essential to cope with unforeseeable changes in people requirements during implementation?
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Monitoring and evaluation are unnecessary during the implementation of action plans.
Monitoring and evaluation are unnecessary during the implementation of action plans.
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What are some reasons that workforce planning may involve considering alternatives to the existing mix of employees?
What are some reasons that workforce planning may involve considering alternatives to the existing mix of employees?
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Workforce planning may involve the use of __________ workers to address flexibility needs in an organization.
Workforce planning may involve the use of __________ workers to address flexibility needs in an organization.
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Match the following workforce planning approaches with their descriptions:
Match the following workforce planning approaches with their descriptions:
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Which of the following is an activity mentioned in planning for workforce management?
Which of the following is an activity mentioned in planning for workforce management?
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Plans for downsizing always aim to reduce the workforce without consideration for retention strategies.
Plans for downsizing always aim to reduce the workforce without consideration for retention strategies.
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According to Peter Reilly, what is a common problem organizations face with workforce planning?
According to Peter Reilly, what is a common problem organizations face with workforce planning?
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What is the first step in the Six Steps Workforce Planning Methodology?
What is the first step in the Six Steps Workforce Planning Methodology?
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Managers at the trust are skilled in workforce planning without any additional support.
Managers at the trust are skilled in workforce planning without any additional support.
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What process do managers at Siemens (UK) start with for workforce planning?
What process do managers at Siemens (UK) start with for workforce planning?
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The Six Steps Workforce Planning Methodology was developed by the _______.
The Six Steps Workforce Planning Methodology was developed by the _______.
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Match the following steps of the Six Steps Workforce Planning Methodology with their descriptions:
Match the following steps of the Six Steps Workforce Planning Methodology with their descriptions:
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Which of the following is NOT one of the steps in the Six Steps Workforce Planning Methodology?
Which of the following is NOT one of the steps in the Six Steps Workforce Planning Methodology?
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At Siemens (UK), future workforce requirements are determined solely by historical data.
At Siemens (UK), future workforce requirements are determined solely by historical data.
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How long are the workforce plans that managers are required to produce?
How long are the workforce plans that managers are required to produce?
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Study Notes
Workforce Planning Introduction
- Organizations need to know how many and what type of people are needed to meet present and future business needs.
- Workforce planning matches organizational labor demand with labor supply over time.
- Workforce planning is not as straightforward as manpower planning of the 1960s and 1970s.
- It's about establishing people requirements so that plans can be made to meet them.
Workforce Planning Defined
- Workforce planning analyzes current workforce, determines future needs, identifies the gap, and implements solutions to achieve organizational goals, short-term and long-term objectives.
Words of Wisdom
- Companies with the right people in place are well-equipped to implement business plans effectively.
- Strategic plans' human resource implications should be considered to avoid potential failures.
The Link Between Workforce and Business Planning
- Workforce planning is integral to business planning.
- Strategic planning identifies core competencies and skill needs.
- Workforce planning interprets these to translate them into people requirements.
- Impacts business strategy by addressing issues concerning the supply of suitable personnel.
Workforce Planning Issues
- Major difficulty is predicting future needs and dealing with change.
- Businesses often adopt short-term approaches.
- Shifting policy priorities make long-term forecasts difficult.
Systematic Workforce Planning
- A systematic approach to workforce planning is shown in a flowchart.
- This includes scenario planning, data collection, demand forecast, and supply forecast, leading to action planning, then implementation and evaluation.
Forecast Activity Levels
- Forecasts of activity levels come from the business plan and will impact demand for people.
- External factors, such as demographic and political changes, will also affect workforce requirements.
Scenario Planning
- Scenario planning assesses changes impacting the organization, creating a picture/forecast of the future.
- Aims to anticipate possible situations and reactions.
Data Collection
- Obtaining internal and external data (qualitative/quantitative) for workforce planning.
- Includes internal business data, workforce (skills/performance), demographic data, etc.
- External factors like political, economic, social, technological, legal, and environmental factors.
- Quantitative skills/availability data (demographics/skills availability).
Demand Forecasting
- Demand forecasting estimates the future number of people and skills needed.
- Based on annual budgets and longer-term business plans translated into activity levels for each function/department.
Supply Forecasting
- Supply forecasting estimates the number of available people from within and outside the organization.
- Includes factors like employee turnover, job opportunities, and potential internal/external personnel.
Ratio-Trend Analysis
- Ratio-trend analysis relates activity levels to the number of employees involved.
- Applied to forecast future activity levels and determine the number of employees required.
- Accounts for possible improvements in productivity.
Work Study Techniques
- Work study techniques calculate operation lengths and required personnel numbers.
- Used with activity level forecasts.
- Combining with ratio-trend analysis calculates the number of indirect workers.
Forecasting Skill/Competency Requirements
- Skills and competency forecasting requires managerial judgment based on projected product/market developments and new technologies.
Implementation
- Implementing action plans requires a flexible approach to unexpected changes in personnel requirements.
Monitoring & Evaluation
- Monitoring progress and evaluating effects is crucial to adjust plans for any discrepancies between forecasts and reality.
Approaches to Workforce Planning
- Key approaches include business planning, forecasting activity levels, scenario planning, data collection, demand/supply forecasting, action planning, implementation, and evaluation.
Key Learning Points
- Workforce planning is a core process linking organizational strategy to human resources.
- It ensures the right people with the right skills are in the right place at the appropriate time.
- The primary challenges are dealing with change and predicting future needs/availability.
References
- This section contains names of articles/reports/books, authors, and relevant publishing data for further research.
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Description
This quiz delves into the key aspects of workforce planning, exploring its significance in matching labor demand with supply. It discusses the evolution from traditional manpower planning to contemporary strategies that assess current and future workforce needs. Learn how effective workforce planning is crucial for successful business and strategic planning.
