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__________ is a measure of workforce efficiency calculated by dividing the headcount or cost of direct labor by the headcount or cost of indirect labor.

After forecasting the firm’s labor demand and supply, what is the next step in the workforce planning process?

As part of the staffing planning process, ____________  represent the proportion of applicants moving from one stage of the hiring process to the next.

Technology can help calculate adverse impact statistics such as _________ statistics that compare the percentage of applicants hired from different subgroups to determine if they are significantly different form each other.

Your company is conducting a job analysis by identifying extremely effective and ineffective behaviors. In particular, you are trying to identify the circumstances that led to the event, the action taken by the worker, and the consequences of the action that was taken. What common job analysis method is your organization using?

One strategic staffing decision that any organization must make is the extent to which the workforce will be ___________, or comprised of flexible workers who are employed for shorter periods as needed.

First, define “job description” and “person specification.” Next, describe at least two ways (2) in which they are used by the staffing function.

What do we call software or cloud-based tools used to track and analyze human resource data?

What type of employment relationship is characterized by hiring someone under contract for a wage or fixed payment in exchange for personal services that are not provided as part of an independent business?

Rather than simply tracking metrics, staffing ____________ involves the application of software and research methodology to statistically analyze staffing-related data with the goal of optimizing staffing systems.