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Chapter 6 Determining HR Demand 1 Copyright © 2013 by Nelson Education Ltd.
22 Learning Outcomes After reading this chapter, you should be able to: Understand the importance of demand forecasting in the HR planning process Recognize the linkages between the HR plan, labour demand forecasting techniques, and the subsequent supply stage Copyright © 2013 by Nelson Education Ltd.
33 HR Demand HR demand: The organizations projected requirement for human resources Copyright © 2013 by Nelson Education Ltd. Thinkstock
4 Two Approaches to HR Demand Quantitative 1.Trend/Ratio analysis 2.Regression analysis Qualitative 1.Envelope/scenario planning 2.Impact analysis 3.Delphi technique 4.Nominal group technique Copyright © 2013 by Nelson Education Ltd.
Trend Analysis Trend analysis: Reveals the historical relationship between an operational index and the number of employees required by the organization (demand for labour) Copyright © 2013 by Nelson Education Ltd.55
Ratio Analysis Ratio analysis: A quantitative method of projecting HR demand by analyzing the relationship between an operational index and the number of employees required Copyright © 2013 by Nelson Education Ltd.6 ©atm2003/Shutterstock
7 Trend/Ratio Analysis Copyright © 2013 by Nelson Education Ltd.
Regression Analysis Regression analysis: Very effective, quantitative forecasting technique for short-, medium-, and long-range time horizons Can be easily updated and changed Uses SPSS or SAS Copyright © 2013 by Nelson Education Ltd.88
HR Budgets HR budgets: Quantitative, operational, or short-run demand estimates that contain the number and types of personnel required by the organization as a whole and for each sub- unit, division, or department Copyright © 2013 by Nelson Education Ltd.99
HR Budgets: Staffing Table Staffing table: Total HR demand requirements for operational or short- run time periods Copyright © 2013 by Nelson Education Ltd.10 Thinkstock
11 HR Budgets: Staffing Table Copyright © 2013 by Nelson Education Ltd.
12 Two Approaches to HR Demand Quantitative 1.Trend/Ratio analysis 2.Regression analysis Qualitative 1.Envelope/scenario planning 2.Impact analysis 3.Delphi technique 4.Nominal group technique Copyright © 2013 by Nelson Education Ltd.
Envelope/Scenario Forecasts Envelope/scenario forecasts: Projections, or multiple-predictor estimates, of future demand for personnel predicated on a variety of differing assumptions about how future organizational events will unfold Copyright © 2013 by Nelson Education Ltd.13
14 Envelope/Scenario Forecasts Copyright © 2013 by Nelson Education Ltd.
15 Impact Analysis Impact analysis: A forecasting method in which past trends are analyzed by a panel of experts to predict future HR demand Copyright © 2013 by Nelson Education Ltd.
16 Delphi Technique Delphi technique: A process in which the forecasts and judgments of a selected group of experts are solicited and summarized in an attempt to determine the future HR demand Usually do not meet in person; predictions anonymously circulated and revised Copyright © 2013 by Nelson Education Ltd.
17 Nominal Group Technique Nominal Group Technique: Long-run forecasting technique utilizing expert assessments Usually do meet and jointly determine forecast Copyright © 2013 by Nelson Education Ltd.
HUMAN RESOURCE PLANNING. Getting the right number of qualified people into the right job at the right time. System of matching the supply of people –
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