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16 Cards in this Set
- Front
- Back
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Business factors
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Attributes of a business, such as sales volume or market share, that closely relate to the size of the needed workforce
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Corporate culture
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The pattern of shared values, morals, and behaviors that separates one organization from others who are operating in the same industry
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Demand Forecasting
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A process used in HR planning that entails predicting the number and types of people the organization will need at some future point in time
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Extranent
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Technology that links a company's intranet to outside organizations and vendors
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Group brainstorming
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A technique of demand forecasting in which a panel of "experts" generates a forecast in collaboration.
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Human Resource information system (HRIS)
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A computerized information package that provides management with increasing capacity to record, store, manipulate, and communicate information to users
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Intranet
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Internet networks that are accessible to people within a company
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Mission statement
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A declaration of the organization's overall purpose
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Ratio analysis
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A process used in HR planning to determine future HR demand by computing an exact ratio between the specific business factor and the number of employees needed.
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Regression Analysis
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A statistical tool used in HR planning to determine the number of employees needed by a company at some future point in time.
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Sales force estimates
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A technique of demand forecasting in which sales personnel are asked to estimate the demand for a new product based on their knowledge of customer needs and interests
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Strategic Goals
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The desired outcomes that must be reached for the firm to accomplish its mission
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Strategic Plan
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A plan that specifics the courses of action a firm must take in order to meets its strategic goals
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Strategic Planning
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A process in which a company specifics its overall purposes and objectives, and indicates how those are to are to be achieved
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Supply forecasting
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A process used to estimate which organizational positions will be filled at some future point in time
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Trend analysis
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A process used in HR planning in which the future demand for human resources is projected on the basis of past business trends regarding a business factor
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