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