Hca 312 Chapter 2

The opinions (judgments) of supervisors, department managers, experts, or others knowledgeable about the organization's future employment needs

The process of anticipating and providing for the movement of people into, within, and out of an organization

The process of evaluating the availability of critical talent in a company and comparing it to the firm's supply

The process of measuring one's own services and practices against the recognized leaders in order to identify areas for improvement

Systematic monitoring of the major external forces influencing the organization

Audits of the culture and quality of work life in an organization

The strong and enduring beliefs and principles that the company uses as a foundation for its decisions

Integrated knowledge sets within an organization that distinguish it from its competitors and deliver value to customers

Files of personnel education, experience, interests, skills, and so on that allow managers to quickly match job openings with employee backgrounds

The basic purpose of the organization as well as its scope of operations

The capacity of the organization to act and change in pursuit of sustainable competitive advantage

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Graphic representations of all organizational jobs, along with the numbers of employees currently occupying those jobs and future (monthly or yearly) employment requirements

The pattern of human resources deployments and activities that enable an organization to achieve its strategic goals

Procedures for making decisions about the organization's long-term goals and strategies