A. Recruitment B. Selection C. Personnel planning D. Interviewing Answer: Option C Is the process of deciding what positions the firm will have to fill Personnel planning. Personnel planning are the first step in the recruiting and selection process. It is the process of determining an
organization's human resource needs. By such planning an organization ensures that it has right number and kinds of people. Solution(By Examveda Team)
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HRM is___________ A. A staff functions B. A line function C. A staff function, line function and accounting function D. All of the above
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- What is the process of deciding what position the firm will have to fill?
- Is the process of deciding what positions the firm will have to fill and how do you fill them quizlet?
- Is the process of deciding what positions the firm will have to fill and how do you fill them a recruitment B selection c Job Analysis D workforce planning?
- When a company decides on how do you fill top executive positions The process is called?
1._____ is the process of deciding what positions the firm will have to fill.
a.Recruitment
b.Selection
c.Personnel planning
d.Interviewing
e.None of the above
2. Jane must decide what positions the firm should fill in the next six months. What activity is Jane
working on ?
a.Recruitment
b.Selection
c.Personnel planning
d.Interviewing
e.None of the above
3. When a compan" decides on how to fill top executive positions, the process iscalled _____?
a.employment planning
b.succession planning
c.selectiond
d.interviewinge
e.testing
4. When planning for employment recruirements, what must be forecasted ?
a.personnel needs
b.supply of inside candidates
c.supply of outside candidates
d.all of the above
e.none of the above
5. Which term below means studying variations in a firm's employment levels overtime?
a.ratio analysis
b.trend analysis
c.graphical analysis
d.computer analysis
e.all of the above
6. Trend analysis is limited in its usefulness, because _____.?
Ronan Asked :
18-03-2022 Human Resource Management (HRM) big collection
A. Recruitment
B. Selection
C. Personnel planning
D. Interviewing
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Commented on 2022-03-18
Answer: Option C
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Job analysis defines the duties and human requirements of the company’s jobs. The next step is to recruit and select employees. We can envision the recruitment and selection process as a series of hurdles
1) Decide that positions to fill, through personnel planning and forecasting
2) Build a pool of candidates or these jobs, by recruiting internal or external candidates.
3) Have candidates
complete application forms and perhaps undergo initial screening interviews.
4) Use selection tools like tests, background investigations, and physical exams to identify viable candidates.
5) Decide who to make an offer to, by having the supervisor and perhaps others interview the candidates.
Planning and forecasting:
Employment personnel planning: The process of deciding what positions the firm will have to fill, and how to fill them.
The recruitment and selection process starts with employment or personnel planning. This is the process of deciding what positions the firm will have to fill, and how to fill them. Personnel planning embrace all future positions, from maintenance clerk to CEO. However, most firms call the process of deciding how to fill executive jobs succession planning.
Employment planning should flow from the firm’s strategic plans. Plans to enter new business build new plants or reduce costs all influence the types of positions the firm will need to fill (or eliminate). For example, JDS Uni-phase (which designs and manufactures fiber optics products) decided to expand its Florida operations. Its managers knew they’d have to expand its employment there from 140 people to almost 750. The human resources team thus knew they’d need plans for who to hire, how to screen applicants and when to put the plans into place. Figure below summarizes the link between strategic and personnel planning.
Employer strategic
plan:
Diversify?
Integrate vertically?
Expand geographically?
On what basis should we compete?
Employer’s functional plans>>
1) Marketing and sales plans
2) Production plans
3) Financial plans
4) HR plans
1) Personnel plans>>
2) Training and development plans
3) Compensation plans
4) Labor relations plans
5) Security and safety
1) Personnel forecasts
2) Recruitment plans
3) Employees selection plans
One big question HR managers like those at JDS Uni-phase need to answer is whether to fill their projected openings from within or from outside the firm. Each option produces its own set of personnel plans. Current employees may require training, development, and coaching. Going outside requires deciding what recruiting sources to use, among other things.
Like all good plans, management builds employment plans on basic forecasts in this case of three things: personnel needs, the supply of inside candidates and the supply of outside candidates. We will start with personnel needs.
Forecasting Personnel Needs:
Managers should consider several factors when forecasting personnel needs. The usual process is to forecast revenues and then, from that, estimate the size of the staff required to achieve the sales volume. However, in practice the manager will need to consider other factors as well, such as projected turnover, resignations or dismissal, decisions to upgrade or downgrade, products or services, technological changes and the department’s financial resources. In any case, managers use several simple tools for projecting personnel needs, as follows:
Trend analysis: Study of a firm’s past employment need over a period of years to predict future needs.
Trend analysis means studying variations in your firm’s employment levels over that the last few years. For example, you might compute the number of employees at the end of each of the last five years or perhaps the number in each subgroup (like sales, production, secretarial, and administrative). The purpose is to identify trends that might continue into the future.
Trend analysis can provided an initial estimate of future staffing needs, but employment levels rarely depend just on the passage of time. Other factors (like changes in sales volume and productivity) also affect staffing needs.
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What is the process of deciding what position the firm will have to fill?
Solution(By Examveda Team) Is the process of deciding what positions the firm will have to fill Personnel planning. Personnel planning are the first step in the recruiting and selection process. It is the process of determining an organization's human resource needs.
Is the process of deciding what positions the firm will have to fill and how do you fill them quizlet?
Explanation: Personnel or employment planning is the process of deciding what positions the firm will have to fill and how to fill them. The process considers all future positions from maintenance workers to executives, and flows from the firm's strategic plans.
Is the process of deciding what positions the firm will have to fill and how do you fill them a recruitment B selection c Job Analysis D workforce planning?
Answer and Explanation: Workforce planning is the process of gathering information about the entire information and analyzing what positions are vacant. It is an approach to estimate and plan the organization's workforce. Hence, this option is correct.
When a company decides on how do you fill top executive positions The process is called?
The term "succession planning" refers to the process of observing and identifying new leaders for...