Planning for and Recruiting Human Resources

12345678910111213141516
Across
  1. 2. the attempts to determine the supply of and the demand for various types of human resources to predict areas within the organizations where there will be labour shortages or surpluses
  2. 3. individuals who are not actively seeking a job
  3. 5. a set of knowledge and skills that provide the organization with a competitive advantage and create value for customers
  4. 6. people who apply for a vacancy without prompting from the organization
  5. 7. the practice of hiring relatives
  6. 8. a chart that lists job categories held in one period and shows the proportion of employees in each of those job categories in a future period
  7. 9. constructing and applying statistical models that predict labour demand for the next year, given relatively objective statistics from the previous year
  8. 10. any activity carried on by the organization with the primary purpose of identifying and attracting potential employees
  9. 11. a ratio that expresses the percentage of applicants who successfully move from one stage of the recruitment and selection process to the next
  10. 12. the process of communicating information about a job vacancy on company bulletin boards, in employee publications, on corporate intranets, and anywhere else the organization communicates with employees
  11. 13. background information about a job’s positive and negative qualities
  12. 15. a strategic approach of attaching a visual, emotional, or cultural brand to an organization
  13. 16. people who apply for a vacancy because someone in the organization prompted them to do so
Down
  1. 1. a comparison of the proportion of employees in protected groups with the proportion that each group represents in the relevant labour market
  2. 4. objective measures that accurately predict future labour demand
  3. 14. the planned elimination of large numbers of personnel with the goal of enhancing the organizations competitiveness