Week 2 _ Discussion 

( 1st portion DUE TOMORROW) 

Write a 175- to 265-word response to the following:

Explain the main techniques used in employment planning and forecasting.

List and briefly describe the basic categories of selection tests, with examples.

(2nd portion due SATURDAY)

Read and respond to at least two of your classmate’s discussion posts. Be constructive and professional with your thoughts, feedback or suggestions.

** Class Responses attached**

Week 2_ Assignment ( DUE SATURDAY)

Part A

Select 8 recruitment methods and decide the following for each, and present the material in a Microsoft® Word table:

• Pros and Cons
• Legal/Employment Law Considerations
• HR Analytics: Forecasting Tool
• Rationale for using this recruitment method

Part B

Write a 350- to 700-word summary of your findings that include:

• 5 recommendations for recruiting methods you might present to an organization and utilize the findings from Part A to support the recommendations
• 3 traits/skills essential to the HR professional and create a straightforward test to screen candidates for these traits/skills

Submit your assignment.

JohnWrote:

· Explain the main techniques used in employment planning and forecasting.

After this week’s reading, what stood out to me was the methods of ratio analysis where they increase or decrease staffing in relation to that of the demand of the company. such as increased staffing to help alleviate the demand and make the amount of work manageable among everyone. Another was trend analysis, this is usually seen with retails when they hire seasonal staff during the holidays. the last one was forecasting where if the company uses market analysis to make their decisions.

· List and briefly describe the basic categories of selection tests, with examples.

Selection tests generally are designed to test the level of competency of potential employees. For a few jobs that I have applied to, I have encountered a typing test where I had to type so many words in a set time, math test, scenario examinations where i had to provide a list of possible solutions based on a workplace scenario, another was for more of a technical position where I was given a piece of machinery and a maintenance sheet to conduct the work. They would sometimes add a malfunction to see how we handled the situation as well. A lot of these test our level of knowledge, problem resolution, and methods of communication.

Miriam Wrote:

·        Explain the main techniques used in employment planning and forecasting.

In employment planning, is identifying the gaps between current staff and projected staff needs (Dessler, 2016, pg. 128). One technique is utilizing a strong recruitment and selection process. Gathering data, identify positions needed (or not needed), and putting together a strategic plan on who’s filling those gaps. Then it should be implementation, this should include any training programs.

Forecasting is estimating what your workforce demand will be in the future. This can be looking at different reports, such as turnover rates and ratio analysis, and determine the outcome from that.  

·        List and briefly describe the basic categories of selection tests, with examples.

Selection test is different types of employee selection tests that staff authorities can issue. Depending on the job, the following are types of test:

· Intelligence Test – test general intellectual abilities such as memory, vocabulary, and numerical abilities. These abilities are measured and assessed using such test like the Stanford-Binet and the Wechsler test.

· Aptitude Test – test that measures cognitive or mental abilities such as reasoning, comprehension and memory.

· Personality Test – test that measures aspects of personality “such as introversion, stability, and motivation. These test in its self also focused on different dimensions of personality such as emotional stability, extraversion, and openness to experience.

· Interest Test – Or Interest inventories “compare one’s interests with those of people in various occupations.” This assumes that the employee that choose a job that they are more interested in is more likely to do well and in turn predict their performance (Dessler, 2016, pg. 177).

· Physical Abilities Test – test that measures motor and physical abilities such as speed, accuracy, finger dexterity, reaction time, manual dexterity, and strength.

Dessler, G. (03/2016). Human Resource Management, 15th Edition [VitalSource Bookshelf version]. Retrieved from vbk://9781323435892