anamika mam (1).ppt

7/27/2019 anamika mam (1).ppt

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Presented by:Jyoti SharmaKshipra Joshi

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Meaning

Methods

Quantitative tech. meaning

Approaches of quant. Tech. Trend analysis

Example

Work study tech.

Example

Advantages

Disadvantages

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Human resource forecasting is the process

of estimating the future quantity and

quality required.

It depends on the scale of operations of

the organization over that period of time.

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4

HR Forecasting Methods

Quantitative Methods

Qualitative Methods

Forecasting Methods



These are statistical and operation research or

programming techniques which helps in

decision making process specially concerning

business and industry. Quantitative approaches utilize mathematical

procedures to predict requirements.

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[a]. Forecasts based on historical data

Naive methods

Moving average

Work study techniques

Trend analysis

[b]. Associative (causal) forecasts

Regression Analysis

Venture technique

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http://accounting-financial-tax.com/tag/forecasts-based-on-historical-data/

http://accounting-financial-tax.com/tag/associative-causal-forecasts/

http://accounting-financial-tax.com/tag/associative-causal-forecasts/

http://accounting-financial-tax.com/tag/forecasts-based-on-historical-data/



Forecasts employment requirements on the basis of some organizational index and is one

of the most commonly used approaches for

projecting HR demand.

It involves the following steps:

1. Select an appropriate business factor. This

should be the best available predictor of

human resources needs.

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2. Plot a historical trend of the business factor

in relation to number of employees

3. Compare the productivity ratio for at least

the past five years

4. Calculate human resources demand bydividing the business factor by the

productivity ratio.

5. Finally, project human resources demand outto the target year.

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Example of Trend Analysis of HR

Demand

2001 $2,351 14.33 164

2002 $2,613 11.12 235

2003 $2,935 8.34 352

2004 $3,306 10.02 330

2005 $3,613 11.12 325

2006 $3,748 11.12 337

2007 $3,880 12.52 310

2008* $4,095 12.52 327

2009* $4,283 12.52 342

2010* $4,446 12.52 355

BUSINESS LABOR = HUMAN RESOURCES

FACTOR PRODUCTIVITY DEMANDYEAR (SALES IN THOUSANDS) (SALES/EMPLOYEE) (NUMBER OF EMPLOYEES)



Work-Study Technique

Work-study techniques can be used when it is possible to apply work measurement to calculatethe length of operations and the amount of labor required.

The budgets of productive hours per unit of output are then multiplied by the planned volumeof units to be produced to give the total number of planned hours for the period.

This is then divided by the number of actualworking hours for an individual operator to showthe number of operators required.



No. of operators =

(planned std. hrs

for next year × per unit)

productive hrs per man

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Planned output for next year= 20000 units

Std. hrs. per unit = 5

Productive hrs per man = 2000

Then

no. of operators requires = 50

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•Simplicity.

•Data easily available.

•Easily explained to managers.

•Easily prepared by HR planners.

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•Mathematical complexity.

•Requires large sample sizes.

•Relies on past data.

•May not be accurate in individual cases.

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