Answer to Question 1
Answer: FALSE
Answer to Question 2
Answer: Human resource (HR) planning is the process by which managers ensure that they have the right number and kinds of capable people in the right places and at the right times. This allows the organization to avoid sudden people shortages and surpluses. The process of HR planning entails two steps: (1) assessing current human resources, and (2) meeting future HR needs.
Current Assessment - Managers begin the HR planning by inventorying current employees. This inventory usually includes information on employees such as name, education, training, prior employment, languages spoken, special capabilities, and specialized skills.
Job analysis is an important part of current assessment. Job analysis is an assessment that defines a job and the behaviors necessary to perform it. Information for a job analysis is gathered by directly observing individuals on the job, interviewing employees individually or in a group, having employees complete a questionnaire or record daily activities in a diary, or having experts identify a job's specific characteristics.
Using the information from job analysis, managers develop or revise job descriptions and job specifications. A job description is a written statement describing a job, job content, environment, and conditions of employment. A job specification states the minimum qualifications that a person must possess to successfully perform a given job. It identifies the knowledge, skills, and attitudes needed to do the job effectively. Both the job description and job specification are important documents when managers begin recruiting and selecting.
Meeting future HR needs - Future HR needs are determined by the organization's mission, goals, and strategies. Demand for employees also results from demand for the organization's products or services.
Assessing current capabilities and future needs allow managers to estimate the areas in which the organization will be understaffed or overstaffed.
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