Human Resource Planning

__________ is the process of forecasting an organisations future demand for, and supply of, the right type of people in the right number.

• Human Resource Planning

• Recruitments

• Human Resource Management

• Human Capital Management

Which of the following factors state the importance of the Human Resource Planning?

• Creating highly talented personnel

• International strategies

• Resistance to change and move

• All of the above

A process that is used for identifying and developing internal people with the potential to fill key business leadership positions in the company is called ______.

• Highly talented personnel creation

• Investing in human resources

• Succession planning

• None of the above

Human Resource Planning facilitates international expansion strategies

• True

• False

The development and application of employees' skills and energies to accomplish the goals and objectives of the organisation is called:

• human resource management.

• human resource planning.

• selection

• recruiting.

The first step in the human resource planning process is:

• preparing a job analysis.

• forecasting future human resource needs.

• assessing future demand.

• assessing future supply.

Human resource planning techniques include the use of some or all of the following:

• human resource inventories.

• action plans

• control and evaluation

• all of the above.

Which of the following option is not the factor that hinders with the human resource planning process?

• Type and quality of forecasting information

• Time horizons

• Environmental uncertainties

• Unite the perspectives of line and staff managers

_______ is the process of estimating the quantity and quality of people required to meet future needs of the organisation.

• Demand forecasting

• Supply forecasting

• Environmental forecasting

• None of the above

Rearrange the following steps involved in the Human resource planning process in proper order.

A. HR Programming

B. HR Demand Forecast

C. Environmental Scanning

D. Control and evaluation of programme

E. Surplus - restricted hiring

F. HRP implementation

G. HR supply forecast

H. Organisational objectives and Policies

I. Shortage - Recruitments and Selection

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