Scribd
Upload
297 views2 pages

Planning and Forecasting Personnel Needs

This document discusses workforce planning and forecasting personnel needs. It outlines tools like trend analysis, ratio analysis, and scatter plots that can be used to forecast future staffing requirements based on factors like sales volume, business activity levels, and historical employment trends. It also addresses forecasting the internal and external labour supply to determine which current or potential employees are qualified for projected job openings. Recruitment yield pyramids are discussed as a way to calculate the number of applicants needed to fill positions based on typical conversion rates at different stages of the hiring process.

Uploaded by

Emaan
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
297 views2 pages

Planning and Forecasting Personnel Needs

This document discusses workforce planning and forecasting personnel needs. It outlines tools like trend analysis, ratio analysis, and scatter plots that can be used to forecast future staffing requirements based on factors like sales volume, business activity levels, and historical employment trends. It also addresses forecasting the internal and external labour supply to determine which current or potential employees are qualified for projected job openings. Recruitment yield pyramids are discussed as a way to calculate the number of applicants needed to fill positions based on typical conversion rates at different stages of the hiring process.

Uploaded by

Emaan
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
You are on page 1/ 2

Planning and Forecasting Personnel Needs

Workforce planning is the process of deciding what positions the firm will have to fill and how to fill them.

Forecasting Personnel Needs (Labour demand)

How many people will we need?


Forecasting workforce demand starts with estimating what the demand will be for your products or services.
Therefore, the base process is to forecast revenues first. Then estimate the size of staff required to support this
sales volume.

Tools for forecasting personnel needs:

1. Trend analysis
Studying variations in a firm’s employment levels over the last few years to determine trends that might continue
over the future.
Can provide an initial estimate for future staffing needs.
Studying the firm’s historical and current workforce demographics and voluntary withdrawals can help reveal
impending labour force needs.

2. Ratio analysis
making forecasts based on the ratio between some causal factor like sales volume and the number of workers
required such as number of salespeople.

3. Scatter plot
Scatter plot shows how two variables such as a measure of business activity and a firm's staffing levels are
related. If they are, then if you can forecast the level of business activity, you should be able to estimate
personnel requirements

Limitations
● They tend to institutionalise existings ways of doing things even in the face if change
● They generally focus on historical personnel needs and assume that the firm's activities will continue as
is.
● Managerial judgement has to play a big role because its rare that any historical trend, relation and ratio
will simply continue.

Forecasting the labour supply (inside candidates)

Main task is determining which current employee might be qualified for the projected job opening.
Tools for determining this

1. Manual systems
Analysing existing employee data from personnel inventory or development records to see how accurately their
skillsets, qualifications and personal attributes fit with the current job opening.

2. Computerised inventories
Difficult to keep manual records of thousands of employees, information systems aimed at storing this type of
information are installed and computerised records are analysed to see the employee-job position fit.

3. Replacement charts
Used particularly for filling firms top positions
These chart represent performance and promotionality for each positions potential replacement

Forecasting the labour supply (outside candidates)

Accurate forecasting in this arena, depends upon manager’s own sense of what is happening in his industry
combined with the organisation's formal labour market analysis.
Recruitment Yield Pyramid
Developing an action plan to match projected labour supply and labour demand
● The recruitment yield pyramid is a relationship between the various stages of recruitment. It can be an
arithmetic or graphical representation of these numerous relationships of the recruitment process.
● Employers use this pyramid to calculate the number of applicants they must generate to hire the
required number of new employees. From experience, the firm also knows the following:
○ Recruitment leads to invitees: 6 to 1
○ Invitees to interviews: 4 to 3
○ Interviews to offers made: 3 to 2
○ Offers made to offers accepted: 2 to 1

You might also like

pFad - Phonifier reborn

Pfad - The Proxy pFad of © 2024 Garber Painting. All rights reserved.

Note: This service is not intended for secure transactions such as banking, social media, email, or purchasing. Use at your own risk. We assume no liability whatsoever for broken pages.


Alternative Proxies:

Alternative Proxy

pFad Proxy

pFad v3 Proxy

pFad v4 Proxy