Chapter 5Planning for and recruiting human resources

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Across
  1. 2. ______ job seekers are individuals who are not actively seeking a job
  2. 5. The _____ ratio expresses the percentage of applicants who successfully move from one stage of the recruitment and selection process to the next
  3. 6. ________ branding is a strategic approach of attaching a visual, emotional, or cultural brand to an organization
  4. 9. any activity carried on by the organization with the primary purpose of identifying and attracting potential employees
  5. 11. A _______ matrix is 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
  6. 12. the planned elimination of large numbers of personnel with the goal of enhancing the organizations competitiveness
  7. 13. A_____ job preview is a background information about a job’s positive and negative qualities
  8. 15. Job _____ is 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
Down
  1. 1. Direct _______ are people who apply for a vacancy without prompting from the organization
  2. 3. A ________-________ review is a comparison of the proportion of employees in protected groups with the proportion that each group represents in the relevant labour market
  3. 4. people who apply for a vacancy because someone in the organization prompted them to do so
  4. 7. Leading ______ are objective measures that accurately predict future labour demand
  5. 8. 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
  6. 10. the practice of hiring relatives
  7. 14. ______ competency is a set of knowledge and skills that provide the organization with a competitive advantage and create value for customers
  8. 16. _____ analysis is the constructing and applying statistical models that predict labour demand for the next year, given relatively objective statistics from the previous year