The last step in the human resource planning process is forecasting.
2.A leading indicator is an objective measure that accurately predicts future labor demand.
3.Statistical planning models are useful when there is a long, stable history that can be used to reliably detect relationships among variables.
4.The second step in human resource planning is goal setting and strategic planning.
5.The purpose of setting specific quantitative goals is to focus attention on the problem and provide a benchmark for determining the relative success of any programs aimed at redressing a pending labor shortage or surplus.
6.Hiring employees from external sources is a fast option to avoid an unexpected labor shortage plus its revocability is high.
7.The typical organizational response to a labor shortage has been either hiring temporary employees or outsourcing, responses that are fast and high in revocability.
8.A reason why downsizing efforts often fail is that employees who survive the purges often become narrow-minded, self-absorbed, and risk-averse.
9.One of the reasons organizations engaged in downsizing was that many firms changed the location of where they did business for economic reasons.
10.Baby boomers are fast approaching retirement, and early indicators show that this group will retire as expected.
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