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Number Number
Skill Skill
Occupation Occupation
Performance Performance
experience experience
Variances Nil
Action
If surplus
Stop recruiting If shortage
Reduction in Increase overtime
casual Increase casual
Early retirement Postpone retirement
retrenchment Start recruiting
Accelerate training
The quantitative
approaches; the quantitative
approaches of human resources
planning uses statistical and
mathematical techniques.
The qualitative approaches; the qualitative approaches to human
resources planning uses expert opinion to predict the future.
4.17 Forecasting the Supply of Internal Human Resources
1. Turnover analysis; Turnover for each job classification and
department should be calculated.
2. Skill inventory: Skill inventory consolidate information that
permit hr manager to identified qualified employees for different
jobs. Information that can be listed in a skills inventory includes:
a) Personnel data; age ,sex, marital status
b) Skills ; education, job experience , training
c) Special qualification ; memberships of professional group
d) Salary and job history ; present and past salary
e) Company data ; benefit plan data
f) Capacity of individual ; health information
g) Special preference of individual ; type of jobs
3. Replacement chart; Replacement chart summaries information of
skills inventories in visual form.
4. Markov analysis; Markov analysis is mathematical techniques
used to forecast the availability of internal job candidate.
5. Succession planning; succession planning is concerned with the
filling of management vacancies