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(retaining talented employees., Introduction to Human Resource Planning,…

- - - - Sales volume,
        
        economic factors,
        
        technology,
        
        turnover rates,
        
        industry growth,
        
        demographics.
  - - - New hires,
        
        contingent workers,
        
        transfers,
        
        returns from leave.
    - - retirements,
      - layoffs,
      - voluntary quits.
    - - Current jobs
      - number of employees.
  - - - Align forecasts of dem& & supply.
    - - shortages
      - overstaffing.
    - - Reducing workforce when necessary.
  - - - Gather data about jobs & required KSAs.
    - - Statement of job responsibilities & requirements.
  - - - Directly watching employees.
    - - Interviewing employees.
    - - Simultaneous interviews.
    - - Rating tasks performed.
    - - Input from subject matter experts.
    - - Recording daily activities.
  - - - Database of career information.
    - - Rates jobs on six activity categories
      - Information input.
      - Mental processes.
      - Work output.
      - Relationships with others.
      - Job context.
      - Other characteristics.
  - - - Identifying information.
      - Supervisory responsibilities.
      - Job summary.
      - Essential functions.
      - Job specifications.
      - Disclaimer statement.
  - - - Adding related tasks.
    - - Exp&ing job content for satisfaction.
  - - - Longer days for longer weekends.
    - - Varying arrival & departure times.
    - - Two people sharing one job.
    - - Working remotely using technology.
- - - - job satisfaction
- - - - hiring