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Tis employed as an HR manager for a chain of hotels. A large part of her role is to assist the HR director with forecasting personnel requirements for the next one, three and six month periods respectively.
Which TWO of the following factors should be taken into consideration when forecasting personnel requirements?
Suggested Answer: A, B
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26 comments · newest first
NO
Nobuko
12 months ago
B should be a priority too, sickness can really mess up planning!
AN
Antonio
12 months ago
A is a no-brainer, but I’m not so sure about C.
RH
Rhea
1 year ago
Wait, how does minimum wage affect staffing needs?
ME
Melynda
1 year ago
I think B is just as important, though.
RE
Rebeca
1 year ago
Definitely A and D are key factors!
VA
Vallie
1 year ago
I practiced a similar question where employee turnover was a key factor, so I’m confident that option D is one of the right answers.
GO
Goldie
1 year ago
I think changes to minimum wage legislation might not directly affect personnel forecasting, but it could influence turnover rates. I'm leaning towards D for sure.
TA
Tawna
1 year ago
I'm not entirely sure, but I feel like absence and sickness rates could also affect how many people we need to hire in the short term. Maybe option B?
ST
Stephania
1 year ago
I remember discussing how staff approaching retirement age can impact workforce planning, so I think option A is definitely relevant.
WI
Winfred
1 year ago
I'm a bit unsure about this one. I'll need to review my notes on system control unit architecture to figure out which database option is the right answer.
JI
Jina
1 year ago
Smart card access (option D) could work, but that might be a hassle for students and staff. Plus, the setup costs could be high. I'm leaning towards the laptop locks as the most practical solution.
OL
Oliva
1 year ago
Capabilities seem like the most likely answer here. They are distinct, non-ambiguous, and non-redundant, just like SOA services.
VI
Vi
1 year ago
Wait, we're not supposed to factor in the hotel guests' propensity for starting food fights? That's a game-changer!
AL
Alline
1 year ago
A and B, for sure. Knowing who's about to retire and how many people call in sick is key for any good HR forecast. Can't forget the basics, am I right?
SU
Suzan
1 year ago
Haha, I bet Tis is really hoping the staff don't start retiring early! But B and D are the way to go here. Gotta keep an eye on those absence rates and turnover.
AD
Adolph
1 year ago
Changes to the minimum wage legislation can also have a big impact on staffing needs.
PA
Paris
1 year ago
Definitely, keeping an eye on absence rates and turnover is crucial for forecasting personnel requirements.
SU
Sue
1 year ago
Yeah, staff approaching retirement age can really throw a wrench in the plans.
RU
Ruth
1 year ago
I would go with B and C. Changes to minimum wage legislation can have a big impact on staffing requirements, and absence/sickness rates are always important to track.
MA
Mabelle
1 year ago
Definitely B and D. Absence and sickness rates, as well as employee turnover, are crucial factors to consider when forecasting personnel needs. Can't forget about those!
JO
Johnna
1 year ago
A: Absolutely, we need to be proactive in addressing these factors to ensure we have the right amount of staff at all times.
JO
Johnetta
1 year ago
B: Employee turnover is also important to consider, we need to be prepared for any changes in our workforce.
TI
Tina
1 year ago
A: I agree, absence and sickness rates can really impact our staffing needs.
LO
Lou
2 years ago
I also think changes to the minimum wage legislation should be taken into account.
BE
Benedict
2 years ago
I agree, that could impact our workforce in the near future.
RE
Reid
2 years ago
I think we should consider staff approaching retirement age.