APHR Exam - Talent Acquisition | Comprehensive Questions and Answers Latest Updated 2024/2, Exams of Human Resource Management

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APHR Exam - Talent Acquisition | Comprehensive Questions and Answers Latest Updated

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What workforce forecasting method involves unit managers reporting both the volume and business activity and how many people are needed to carry out the activity? - ✔✔Unit Demand What workforce forecast tool involves identifying promising employees who have the potential to occupy managerial or executive roles in an organization? - ✔✔Succession Planning As an HR employee for SliceU, you are responsible for reviewing the existing workforce and determining who might leave. What workforce forecasting tool can you use? - ✔✔Turnover Forecasting What is a common practice that relies on paying a third party business to perform a specific function that does not align with the company's ideals? - ✔✔Outsourcing What are two methods to identify independent contractors? Select two that apply. - ✔✔DOL 7 Factors and 20 Factor IRS Test Unit Demand - ✔✔Unit managers report on the volume of business activity and how many people are needed to carry out that activity. Trend Projections - ✔✔Predict future employment needs based on expectations of how particular employment-related factors may change over time. Probabilistic Models - ✔✔Models that predict future conditions using computer simulations. Workload Analysis - ✔✔Determines the output or productivity the organization expects to achieve in the immediate future. Then, employment needs are calculated in reverse. Ratio Analysis - ✔✔Examines historical information about the workforce pertaining to a particular facet of the organization, such as sales or production.

Delphi Technique - ✔✔Forecast future job needs by combining the input and expertise of many professionals who never meet but come to a consensus over time. Nominal Group Technique - ✔✔Uses a panel of experts in a structured meeting to solve a problem. Job Bidding - ✔✔An existing employee expressing interest in a position in an organization before that position is available. Succession Planning - ✔✔Identifying promising employees who have the potential to occupy managerial or executive roles in an organization. Dual Career Ladder - ✔✔Identifying a career path that is rich in expertise and cross-training. Employees master two traditionally disparate roles and then move on to the next phase. Replacement Charting - ✔✔Categorizing employees in four ways:

• Ready for promotion
• Developed for future promotion
• Satisfactory in the current position
• Replace Turnover Forecasting - ✔✔To review the existing workforce and determine who might leave.