Posted: March 11th, 2023

MGT D2 SAN

HR Planning is forecasting the supply and demand for labor in a firm or unit, and planning programs to assure that supply matches demand in the future.

Who Is Planned For?

Aggregate level (total headcount, headcount in job or job family)

Individual positions (managerial succession planning)

When Is Planning Done?

At least annually

Time horizons vary

3–1

What is Human Resource Planning?

3–2 Figure 3.1 A Model for Human Resource Planning Remove number points in top box. Increase font size. 3 Human Resource Planning Model Demand Analysis Supply Analysis Reconcile Gaps Forecast Organizational Conditions Forecast Labor Demand Forecast Internal Supply Forecast External Supply Internal and External Information Collection Judgmental Methods (use human insight, experience, and intuition) Bottom-Up (Unit) Forecasting – sum the forecasts of each unit Top-Down Forecasting – top management anticipate future employment requirements Delphi Technique – experts respond to rounds of opinion surveys, eventually converging on a forecast 3–4 Forecasting the Demand for Labor: How many people will we need? Simple Mathematical Methods Use sales forecasts plus productivity and staffing ratios to predict labor requirements. If we need 1 secretary per 8 salespersons, and each salesperson averages $2,000,000 in sales per year, how many of each are required if we anticipate total sales of $32,000,000 next year? 3–5 Forecasting the Demand for Labor: How many people will we need? 16 sales people and 2 secretaries Complex Mathematical Methods Multiple regression Linear programming Workforce modeling 3–6 Forecasting the Demand for Labor: How many people will we need? Skills Inventories manual or computerized lists of employee experience, training, skills, and preferences Human Resource Information Systems (HRIS) database management systems screens for inputting data programs for cross checking accuracy modules for specific purposes/reports query features self-serve interfaces 3–7 Tracking the Internal Supply of Labor: Who have we got? Markov analysis Transition Probability Matrix shows the likelihood of moving from one “state” (job) to another in a year. When multiplied by numbers starting the year in each state, predicts the number in each state at the end of the year. http://www.youtube.com/watch?v=YCdUmlOsP8w 3–8 Predicting the Internal Supply of Labor: Who will we have next year? 3–9 Table 3.1 Applying Markov Analysis image2 image3 image1

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