- •Ministry of finance of ukraine
- •Hr managers
- •Contents Preface
- •Unit 1 what is human resource management?
- •Vocabulary 1
- •The nature of human resource management
- •Vocabulary 2
- •What are hrm programs aimed at?
- •A partial list of tasks and ksAs for the position of regional sales manager
- •Vocabulary 1
- •Text 4 Forecasting Demand for Employees
- •Unit 3 human resource planning: forcasting supply of employees
- •Vocabulary 1
- •Text 5 Forecasting supply of employees
- •Vocabulary 2
- •1. Read text 6 and think of the suitable title. Text 6
- •Comprehension check.
- •Steps in writing a summary
- •Here are a few tips for you about writing a summary and some useful expressions
- •Unit 4 Recruiting
- •Text 7 The Purposes of Recruiting
- •Vocabulary 1
- •Unit 5 Selecting employees: part 1
- •Vocabulary 1
- •The application
- •Vocabulary 2
- •Unit 6 Selecting employees: part 2
- •Vocabulary 1
- •The Interview
- •Job interview questions for selection of managers
- •Vocabulary 2
- •He looks quite good on paper.
- •Vocabulary 3
- •Unit 7 Selecting employees: part 3
- •Unit 8 Orientation and training: part 1
- •Vocabulary 1
- •Text 13 Orientation
- •Text 14 training
- •Text 15 Training Needs
- •Unit 9 Orientation and training: part 2
- •Text 16
- •Text 17 Evaluation of Results of Training
- •Vocabulary 1
- •Text 18 Objective Performance Measures
- •Vocabulary 2
- •Trait- and Behaviour-Based Dimensions of Performance Appraisals
- •Text 19 Subjective performance Measures
- •2. Comprehension check.
- •Text 20
- •Unit 11 Compensating employees
- •Vocabulary 1
- •Text 21
- •Text 22 Determining Compensation
- •Vocabulary 2
- •Unit 12 promoting, transferring and terminating employees
- •Vocabulary
- •Text 24 promotions and transfers
- •Text 25 termination
- •Text 26
- •Unit 13
- •Texts for self-study
- •Teamwork Makes eds an Information Powerhouse
- •Text 2 the nature of groups and teams
- •Benefits of Teams
- •A model of work group effectiveness
- •Text 5 Types of Groups
- •Text 6 Size and composition of Groups
- •Text 7 Stages of Group Development
- •Text 8 Group Norms
- •Development and socialization of group Norms
- •Text 10 Group Roles
- •Text 11 problems in groups
- •Text 12 what is motivation?
- •Text 13 The Importance of Motivation
- •Motivation and job design
- •Text 15 Flexible-Scheduling Strategies in Work Design
- •Text 16 Paying for Performance
- •Text 17 the nature of leadership
- •The Sources of Power
- •Trait approach to leadership
- •Table 5
- •Text 20 contingency theories of leadership
- •Text 21 Fiedler's Contingency Theory
- •Path-Goal Theory
- •Vroom-Yetton-Jago Participation Model
- •Current trends in the study and practice of leadership
- •Leader-Member Exchange Theory
- •Charismatic Leadership
- •Transactional versus Transformational Leadership
- •Tapescripts
- •The importance of human resource management
- •Glossary
- •Integrity tests
- •Trait appraisal
- •Кучина Наталя Михайлівна англійська мова для майбутніх управілінців людськими ресурсами
Unit 3 human resource planning: forcasting supply of employees
Vocabulary 1
Using your dictionary, match up words in A to their synonyms in B.
A B
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Pre-reading task
Work in small groups.
Now you are going to read about forecasting the supply of employees. What two predictions do you think it is based on?
Reading
Read text 5 quickly. Were your ideas about the predictions involved in forecasting the supply of employees correct?
Text 5 Forecasting supply of employees
Forecasting the supply of employees involves two predictions. The first estimates how many employees there would be in the organization in specific jobs if the human resource programs currently in place continue. As with forecasting demand, both quantitative and qualitative techniques can be used. The most-used quantitative technique is Markov Modelling, which uses historical records to determine the probabilities, in one year, of employees in a specific job either staying in that job, moving to another job in the company, or leaving the company. These are known as transition probabilities and are calculated for each job. By using these probabilities in computer simulations, planners can determine how many individuals should be in each position at any year in the future.
The second prediction is how many individuals in the external labour market would have the necessary skills for employment in the organization at a specific time in the future. As an example of using a qualitative forecasting technique, Diana Taylor could gather experts in a Delphi situation and collect several rounds of data concerning population trends, education levels of specific age groups, and the demand for employees by other companies. She could then use these data to estimate the number of individuals available in the external labour market. The results from both predictions will provide an estimate of the total supply of individuals with appropriate skills.
Comprehension check.
Read the text more carefully. Are the following statements true or false? Correct the false ones.
To forecast the supply of employees, one has to calculate transition probabilities for each position.
Transition probabilities are likely retirements in one year.
We can calculate transition probabilities with the help of Markov Modelling.
Qualitative techniques are used for estimating the external labour market.
The Delphi method is usually employed for measuring individual skills of those currently employed in the organization.
Proper assessments of the external labour market and the transition probabilities make it possible to forecast the total supply of employees.