NOE Chapter 5 pg 130 143 Forecasting the attempts to determine the supply of and demand for various types of human resources to predict areas within the organization where there will be labor shortages or surpluses Forecasting the demand for labor Trend analysis constructing and applying statistical models that predict labor demand for the next year given relatively objective statistics from the previous year Leading indicators objective measures that accurately predict future labor demand Determining labor supply Transitional matrix chart that lists job categories held in one period and shows the proportion of employees in each of those job categories in a future period Goal setting and strategic planning Core competency a set of knowledge and skills that make the organization superior to competitors and create value for customers Options for reducing a surplus downsizing pay reductions demotions transfers work sharing hiring freeze natural retirement retaining Options for avoiding shortage overtime temporary employees outsourcing retrained transfers turnover reductions new external hires technological innovation Downsizing the planned elimination of large numbers of personnel with the goal of enhancing the organization s competitiveness Promote future competitiveness by 1 Reducing costs labor is a large part of a company s total costs so downsizing is an attractive place to start cutting costs 2 Replacing labor with technology closing outdated factories automating or introducing other technological changes reduces the need for labor Often the labor savings outweigh the cost of the new technology 3 Mergers and acquisitions when organizations combine they often need less bureaucratic overhead so they lay off managers and some professional staff members 4 Moving to more economical locations Phased retirement program the organization can continue to enjoy the experience of older workers while reducing the number of hours that these employees work as well as the cost of those employees Outsourcing contracting with another organization to perform a broad set of services Workforce utilization review a comparison of the proportion of employees win protected groups with the proportion that each group represents in the relevant labor market Recruiting consists of any practice or activity carried on by the organization with the primary purpose of identifying and attracting potential employees 3 Aspects of recruiting personnel policies recruiter traits and behaviors recruitment sources NOE Chapter 7 Training consists of an organization s planned efforts to help employees acquire job related knowledge skills abilities and behaviors with the goal of applying these on the job Instructional Design a process of systematically developing training to meet specified needs Stages of Instructional Design Assess needs for training ensure readiness for training plan training program objectives trainers methods implement training program principles of learning transfer of training evaluate results of training Learning Management System LMS a computer application that automates the administration development and delivery of a company s training programs Needs assessment the process of evaluating the organization individual employees and employees tasks to determine what kinds of training if any are necessary Answers questions in three broad areas 1 Organization what is the context in which training will occur 2 Person who needs training 3 Task what subjects should the training cover Organization Analysis a process for determining the appropriateness of training by evaluating the characteristics of the organization Person Analysis a process of determining individuals needs and readiness for training Do performance deficiencies result from a lack of knowledge skill or ability If so training is appropriate if not other solutions are more relevenat Who needs training Are these employees ready for training Task Analysis the process of identifying the tasks knowledge skills and behaviors that training should emphasize Readiness for Training a combination of employee characteristics and positive work environment that permit training Cognitive Ability includes being able to use written and spoken language solve math problems and use logic to solve problems Situational constraints are the limits on training s effectiveness that arise from the situation or the conditions within the organization Social support refers to the ways the organization s people encourage training including giving trainees praise and encouraging words sharing information about participating in training programs and expressing positive attitudes toward the organization s training programs Choice of Training Methods Presentation methods trainees receive information provided by others Hands on methods trainees are actively involved in trying out skills Group building method trainees share ideas and experiences build group identities learn about interpersonal relationships and the group E Learning receiving training via the internet or the organization s intranet typically through some combination of web based training modules distance learning and virtual classrooms Electronic Performance Support System EPSS Computer application that provides access to skills training information and expert advice as needed On the job Training training methods in which a person with job experience and skill guides trainees in practicing job skills at the workplace Apprenticeship work study training method that teaches job skills through a combination of structured on the job training and classroom training Internship on the job learning sponsored by an educational institution as a component of an academic program Simulation a training method that represents a real life situation with trainees making decisions resulting in outcomes that mirror what would happen on the job Avatars computer depictions of trainees which the trainees manipulate in an online role play Virtual Reality a computer based technology that provides an interactive three dimensional learning experience Experiential Programs training programs in which participants learn concepts and apply them by simulating behaviors involved and analyzing the activity connecting it with real life situations Adventure Learning a teamwork and leadership training program based on the use of challenging structured outdoor activities Cross training team training in which team members understand and practice
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