Across
- 4. - The source of human capital to meet demand requirements, obtained either internally (current members of the organization's workforce) or from external agencies
- 5. - The amount of any specific form of human capital that is available to the firm at any given time
- 6. - The change in the stock of human capital over time
- 10. - individuals who interact with key environmental stakeholder groups on behalf of the organization and are responsible for setting the goals for the organization's future direction
- 11. - A single numerical estimate of HR requirements associated with a specific time horizon and set of assumptions
- 12. -this model is used for new ventures, situations in which past data do not exist or are unreliable, in situations that are highly novel or that involve a great deal of uncertainty, or when the forecasting period extends into the distant future.
- 15. - The amount of any specific form of human capital that is available to the firm at any given time
- 17. - A plan or approach designed to achieve a specific goal or objective
- 18. - The organization's projected requirement for human capital
- 19. - Individuals who are newly hired by an organization
Down
- 1. - this category of models is based on human judgment, and includes methods such as the Delphi Technique, focus groups, Nominal Group Technique, and scenario planning.
- 2. - The advancement of an employee to a higher job position with greater responsibilities and rewards
- 3. - A situation in which the organization has more human capital than it requires in order to meet its current or forecasted human capital requirements
- 7. - A relationship in which an experienced person provides guidance, advice, and support to a less experienced person
- 8. - The process of reducing an HR surplus by allowing the size of the workforce to decline naturally (e.g. retirements, deaths, and voluntary turnover)
- 9. - Determining the net requirement for human capital by assessing the demand for and supply of human resources now and in the future
- 10. - The fair and equal treatment of all employees, regardless of their background or characteristics.
- 13. - A shortage of human capital such that the organization is unable to meet its current or forecasted human capital requirements
- 14. - Individuals who are responsible for directing and controlling an organization or group of employees
- 16. - The lowering of an employee's job position, often with fewer responsibilities and rewards