Chapter 5.docx

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Chapter 5 ADM2337
Human Resources Planning (HRP)
- The process of forecasting future HR needs to ensure that the organization
will have the required number and type of employees to meet its strategic
objectives.
- Involves 3 main steps:
o Forecasting demand for labour (Qualitative/Quantitative)
o Analyzing the labour supply
o Planning and implementing HR programs to balance supply and
demand.
1. Forecasting Demand
- Forecasting Demand (Quantitative Approaches)
o Trend Analysis
Looking at the past to see if there are any trends.
Many factors involved, not that simplistic.
o Demand for Product/Services
o Ratio Analysis
Over time you develop the right ratio for sales staff to support
staff, or 100 consultants for 1 support staff.
o Scatter Plot
Staffing variable and another variable.
Example: Number of nurses that look after number of hospital
beds.
o Regression Analysis
- Forecasting Demand (Qualitative Approaches)
o Nominal Group Technique
Question: What factors are most important in determining the
number and type of people needed?
In this case everyone would brainstorm individually, and then
they take the results and see what the average is.
o Delphi Technique
Anonymous process for longer term planning or forecasting,
and a questionnaire is involved. It is all done anonymously, and
there is a consensus at the end.
2. Forecasting Supply
- Forecasting Supply (Internal)
o Skills Inventories & Management Inventories.
Essentially you are trying to document all the skills and
experience of your employees, in this case HRIS would be
important. (Human Resource Information Systems)
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