please answer the three questions.

Concluding Case INVINCIEILTY SYSTEM 5 The 17.000 empiopees of invincitaly 5 ystems detign ind spacecraf propusion vpatems, and missite gropulven sys. Next the her team tumed is eflorts toward workdorce stand out for ith curtingedoe human resouce manape. lects data describing the worktorce-fot exanple, job conement. hwinciblity has hired quartnatre expets to ans pories, years with the company and lobor force grojectians. lyze HR date wth the sarse cere in uses to andyce rocket It nuns regresion analyss to predict the theingod tha? trajectories. emplorees wal ledve the comosery in the coming yeat The as ha planer to join a team that woild collect ond malye to predict how many new employees will need to be fired dota looking for foctos that would predict human resourte in each department. needs. The leam stated by looking for won to improve Oeher conpanies do tris kind of plamng. but the extem recruiting. They colected datio on the variovs sources of of the andysis at lnsinciblly a unusual. For one ming. me candidates that the company wos uning and the conddases andlyis is conducted on the level of indidaul erpioyen. actualy selected men they uned a suatistical method caled Thus it ahows not only thar tumover miy ribe or fall bue aleo regresson ansysis to identify which sources of canddases which employeos are mont likely to lempe. That lever of anat. of the andyin, Invincibity mase ts recruaing eflort moce step in when someene letven, employees at indicibilty typ. efficert. Ey focusing on the most preductive soutes of tap nition suddenly depats, there may be no one elue on the the compary. Fumover cotes are bigher among unmarned telist weth that perion's knowledge and sail set. the veriefy of tocters thet the planners combiser when they in depantinents where in has higher levels of young and nun regressions to determine whecher hamover is releted to efforts to mertor and than emplopees in theve departments. changes in emplovee benefits and even the month of the Howevec it does not make emplopment decisions such os yeat :t the analyss shows that a foctor has been sgrificant hiring and pormotion bases on these focton. in the past, the plaven take in into accourt in their forecasts in one stuation, the planten found tat reorements DISCUSSION QuESTIONS is a deportewent iose afles the company announced that in 1. Besides the tocters idertifed, whin efer foctors would be phasing out hesth inlurbace benetiss for retiees thould invincibily Syntems tabe ints aceouet in AsHA More experienced workers left belore the phave-eet took planning? eflect. Whea the compony prepared to phase out simiar benetts in another devision, the plemoer knew they would 2. What legal conceme does the dats andysis at need to step uo recriting eflonts there in prepsation tor an Ininciolify rase? How should the compony sodess those iscues? uptick in retrements. Some of the data twinciblity uses for planing are 1. Bosides its whe for the planning and recruing how unsukable for other winds of MR decisions, for example, the might levinciblify's date andyss be appited to improw company las found that employees' aget and makat tatest ing the cempary't taining poogams? "Output rating determined by production rate sess errors and quality problems. Concluding Case INVINCIBILITY SYSTEMS The 17,000 employees of Invincibility Systems design and employees, it saves time and money that formerly had gone make aerospace and defense equipment such as rockets, toward recruiting through channels that were less fruitful. spacecraft propulsion systems, and missile propulsion sys- Next the HR team turned its efforts toward workforce tems. Along with cutting-edge engineering. the company planning. For each department of Invincibility, the team colstands out for its cutting-edge human resource manage- lects data describing the workforce-for example, job catement. Invincibility has hired quantitative experts to ana- gories, years with the company, and labor force projections. lyze HR data with the same care it uses to analyze rocket it runs regression analysis to predict the likelihood that trajectories. employees will leave the company in the coming year. The A few years ago, the company hired a statistician and results, coupled with sales forecasts, enable the company an HR planner to join a team that would collect and analyze to predict how many new employees will need to be hired data, looking for factors that would predict human resource in each department. needs. The team started by looking for ways to improve Other companies do this kind of planning. but the extent recruiting. They collected data on the various sources of of the analysis at invincibility is unusual. For one thing. the candidates that the company was using and the candidates analysis is conducted on the level of individual employees. actually selected. Then they used a statistical method called. Thus it shows not only that tumover may rise or fall, but also regression analysis to identify which sources of candidates which employees are most likely to leave. That level of analgenerated the most hires-as well as the sources that gen- ysis is important to invinciblity because unlike organizations erated hires who went on to perform well. Using the results where many people perform the same type of work and can of the analysis, Invincibility made its recruiting effort more step in when someone leaves, employees at invincibility typefficient. By focusing on the most productive sources of top ically fill highly specialized, highly skilled roles. If an engineer with years of experience in developing high-caliber ammu- are relevant for predicting whether they are likely to leave nition suddenly departs, there may be no one else on the the company. Turnover rates are higher among unmarried team with that person's knowledge and skill set. employees and recently hired employees (who tend to be Another unusual quality of Invincibility's HR planning is younger). Thus the company plans greater recruiting efforts the variety of factors that the planners consider when they in departments where it has higher leveis of young and run their regression analyses. For example, the company has unmarried employees. It also may consider stepping up its run regressions to determine whether turnover is related to efforts to mentor and train employees in these departments. changes in employee benefits and even the month of the However, it does not make employment decisions such as year. If the analysis shows that a factor has been significant hiring and promotion based on these factors. in the past, the planners take it into account in their forecasts. In one situation, the planners found that retirements DISCUSSION QUESTIONS in a department rose after the company announced that it 1. Besides the factors identified, what other factors would be phasing out health insurance benefits for retirees. More experienced workers left before the phase-out took should invincibility Systems take into account in its HR effect. When the company prepared to phase out similar planning? 2. What legal concerns does the data analysis at benefits in another division, the planners knew they would need to step up recruiting efforts there in preparation for an Invincibility raise? How should the company address those issues? uptick in retirements. Some of the data Invincibility uses for planning are 3. Besides its use for HR planning and recruiting. how unsuitable for other kinds of HR decisions. For example, the might invincibility's data analysis be applied to improv. company has found that employees' ages and marital status ing the company's training programs