Due process policies: by which a company formally lays out the steps an employee can take to appeal a termination decision.

Employment-at-Will-Policies: state that either an employer or an employee can terminate the employment relationship at any time, regardless of cause.

Applicants seem particularly sensitive to issues of diversity and inclusion in these types of advertisements. Hence, organizations that advertise their image need to ensure that the actors in their advertisements reflect the broad nature of the labor market constituencies.

Direct applicants: people who apply for a job vacancy without prompting from the organization.

Referrals: people who are prompted to apply for a job by someone within the organization.

The growth of the information superhighway has opened up new vistas for organizations trying to recruit talent. There are many ways to employ the Internet, and increasingly organizations are refining their use of this medium.

Because there are few rules about the quality of a given source for a given vacancy, it is generally a good idea for employers to monitor the quality of all their recruitment sources.

Yield ratios express the percentage of applicants who successfully move from one stage of the recruitment and selection process to the next. Comparing yield ratios for different sources helps determine which is best or most efficient for the type of vacancy being investigated.

Once the job categories or skills are identified, the planner needs to seek information that will help predict whether the need for people with those skills or in that job category will increase or decrease in the future.

Leading indicator: an objective measure that accurately predicts future labor demand.

Statistical planning models are useful when there is a long, stable history that can be used to reliably detect relationships among variables. However, these models almost always have to be complemented by subjective judgments of people who have expertise in the area.

Projections for labor supply can be derived either from historical statistical models or through judgmental techniques.

Transitional matrix: showing the proportion (or number) of employees in different job categories at different times.

These matrices are useful for charting historical trends in the company’s supply of labor. More important, if conditions remain somewhat constant, they can also be used to plan for the future.

Downsizing: the planned elimination of large numbers of personnel designed to enhance organizational effectiveness. 3 major reasons that organizations engaged in downsizing: 1. Reduce costs 2. Closing outdated plants or introducing technological changes to old plants 3. Firms changed the location of where they did business

Reasons downsizing efforts often fail: 1. Loss of talent, and disrupts the special networks. 2. Irreplaceable assets. 3. Employees who survive the purges often become narrow-minded, self-absorbed, and risk-averse. Many employees also start looking for alternative employment opportunities.

The key to a successful downsizing effort is to avoid indiscriminant across-the-board cuts, and instead perform surgical strategic cuts that not only reduce costs, but also improve the firm’s competitive position.

Several forces fuel the drawing out of older workers’ careers: 1. The improved health of older people, in combination with the decreased physical labor in many jobs. 2. This option is attractive for many workers because they fear Social Security will be cut, and many have skimpy employer-sponsored pensions that may not be able to cover their expenses. 3. Age discrimination legislation and the outlawing of mandatory retirement ages have created constraints on organization’s ability. 4. Losing the wealth of experience that older workers bring to their companies and doing whatever to retain more senior members.

Beside some clear advantages of older workforce, it also poses problems: 1. Older workers are more costly than younger workers. 2. Because older workers typically occupy the best-paid jobs, they sometimes prevent the hiring or block the advancement of younger workers.

Downsizing is a popular method for reducing a labor surplus. Hiring temporary workers and outsourcing is a mean of eliminating a labor shortage.

Outsourcing: Whereas a temporary employee can be brought in to manage a single job, in other cases a firm may be interested in getting a much broader set of services performed by an outside organization.

Offshoring: a special case of outsourcing, in which the jobs that move leave one country and go to another. Offshoring is controversial because although it may help a company’s bottom line, it harms many citizens who lose their jobs and then look to their government for relief.

Furlough: when a cut in hours is targeted at salaried workers rather than hourly workers. Furloughs are controversial because they hit higher-paid employees harder than lower- paid employees, and if these pay differences were a result of some type of pay-for-performance system, this means that the best employees take the biggest hit.