Why do you think organizations might skip workforce planning? How would you overcome these obstacles if you were a manager who understood the value of doing it?
Answer to relevant QuestionsHow would you forecast labor demand for a retail store in a local shopping mall? What sources would you use and why? If you wanted to enhance the engagement and motivation of your workforce, what organizational structure characteristics would you use? How much formalization, centralization, division of labor, span of control, and hierarchy ...Do employer images and employer brands influence your job search? If so, in what ways? What conflict management strategies did you use when you and your partner reached an impasse? How well did they work and why? What do you think are the biggest obstacles to transferring ethics training back to the job? How can an organization overcome these challenges?
Post your question