1. Dr. John Sullivan, Head and Professor of Human Resource Management at San Francisco State University stresses the necessity of establishing a set of assessment tools that will let you know in advance where .......... count and overhead costs are excessive.

2. In this changing world, it is not uncommon for new markets to open (and close) rapidly, so companies need to have a strategy to move people and resources rapidly from areas of low to areas of a higher ..........

3. Developing HR systems and metrics known as " .......... " that indicate potential problems gives us sufficient time to develop plans and strategies to either avoid the problem or minimize its impact.

4. A .......... strength or back-fill plan differs from succession planning in that it only covers replacing key jobs within a single department; individual managers are held responsible for developing at least one individual to fill every key job.

5. One of the primary reasons employees leave their jobs is due to a lack of challenge, but HR can dramatically increase .......... rates if it gets managers to develop individual "Challenge Plans" for each worker.

6. Because most companies have eliminated many management positions, there are fewer opportunities for promotion to stimulate workers, so they need to develop .......... transfer and job rotation plans to ensure the continued development of skills.

7. New hires, as well as our current workers, are demanding an increasing array of benefits and work life .......... options like job sharing and sabbaticals.

8. In order to rapidly .......... resources and fill unexpected vacancies HR must develop computerized skill or competency inventories.

9. One of the primary reasons that employees quit their jobs are the bad management .......... of their direct supervisor.

10. A strong economy .......... with large swings in the health of world economies makes predicting the supply of labor increasingly difficult.