Professional Documents
Culture Documents
Human resource
planning is the process of getting the right number of qualified number of people
into the right job at the right time. Where it is the system find matches for the
supply of people whether internally of externally with the openings the
organization expects to have over a given time (l.Bayer, 2008). It is basically a
function within human resource itself that governs how the workforce is
predicted and recruited according, or in other words the demand and supply
aspect of the workforce. In order for us to understand the supply and demand
techniques used in Human resource planning, we must first understand what
human resource planning is all about.
Human resources consists of four basic steps. The first step is to
determine the impact of the organizations objectives on specific organizational
units. (l.Bayer, 2008) . Within this step, it is where the organization is making
statements of expected results ha are designed to give the organization and its
members , the direction that they are trying to go and what is the purpose for
them to be established.
The second step is to define the skills required to achieve the
organizational objectives (l.Bayer, 2008). His is where demand comes in. Where
by this step in human resource planning deals with what he organization needs
in order to perform the way they are supposed to and to achieve them through
having the, This may include predicting the number of human capital capabilities
within the workforce. This is done through methods that will be discussed further
on later.
The third step of human resource planning is to determine the additional
human resource requirements in light of the organizations current human
resource (l.Bayer, 2008).
capability of the workforce and whether hey require additional growth. In which it
refer towards whether the organization in light of the workforce, is in requiring of
more workforce for the organization.
Supply
and
demand
techniques
that
are
used
in
manpower planning
Within any current organization, having the ability to produce data on the
prediction of the supply and demand of their workforce is crucial. This is because
it would be an internal defence and alert system for the organizational human
capital or talent pool, whereby the ability to predict them would allow the
organization to look into new talents or to very much reducing them if it is
necessary. In order to do that there are many methods that are used in order to
predict the supply and demand of the workforce internally and externally.
Although the ways of predicting within HR are split in two, where judgement and
mathematical based predictions exist, both camps are widely used throughout
the world. At the same time judgment can also be referred as an opinion based
or qualitative based. Meanwhile the mathematical based can be also be called as
qualitative based. A few of the ways or techniques used in an organization to
can predict the workforce are as follows.
i)
Delphi Technique
Delphi technique was originally developed by Rand
corporation to enable groups to consult experts and use their
predictions and forecasts about future events (Goodman,
2007).
ii)
Managerial estimates
Another way to predict the supply and demand used
for manpower planning is in terms of using managerial
estimates Managerial estimates is a judgemental method of
forecasting that has the managers in the organizations to
make estimates of future staffing needs and requirement in
the organization, or in other words the demand for workforce
in the organization. Managerial estimates is a judgemental
method, where this type of technique require little or none
mathematical prediction model. Managerial estimates is
These type of
their
predictions,
then
these
prediction
will
be
This kind of
iii)
Scenario analysis
Scenario
environmental
analysis
scanning
involves
data
to
using
workforce
develop
alternative
For instance,
revenues,
sales
and
others
(Kesti,
2011)
By
iv)
Benchmarking
Another technique that can be used to predict the
supply and demand for the workforce in the organization is
through using benchmarking. Benchmarking is the technique
that thoroughly examine internal practices and procedure
and measuring them against the ways of other successful
organizations operate (l.Bayer, 2008).
Benchmarking will
in
light
of
observing
and
understanding
other
(demand
and
supply)
that
they
will
face.
v)
Mathematical
Mathematical based methods for forecasting human
resource needs include various statistical and modelling
methods (l.Bayer, 2008). It can be seen that statistical
methods use historical data in some manner to project future
demands in the organization while modelling methods usually
provide the framework for the organizations workforce data
and its combination to have some prediction for the
organization. For instance one of method is using the Markov
chain Model to predict internal labour workforce supply.
(OCZKI, 2014).
in
an
organization
(Retrieved
from
Scott
Snells
that practices( techniques) one of the way they predict their internal labour
capabilities in terms of supply and demand is Massachusetts Institute of
Technology or famously known as MIT.
MIT, is an organization that bases their operation within the education
area. Where they are one of the leading and top universities in the United States
in America (MIT, 2014). Within MITs Human resource department, it can be seen
that they are using multiple form of workforce data, in which they believe that
through having these workforce data they can help to optimize the process of
workforce planning by providing vital information for the organizations
development.
In which MIT uses Trend analysis for the staff that are working
with them. MIT believes that through having a trend analysis for their workforce
it would help them to consider internal and external hiring patterns for filling
open positions, whereby according to MIT, it could also be used to have an
understanding of the current status quo for the staffs in the organization (MIT,
2014).
MIT is a good example of how an organization uses a technique to be
applied in their organization, whereby they are able to predict the staffs supply
from within the organization as well as projecting the number of needed staff in
the future. This would help MITs Human resource department to have the ability
to forecast good date for the use of the organization. Thus allowing them to
make good decision making for the wellbeing of the organization.
Conclusions
Although the ways of predicting within HR are split in two, where
judgement and mathematical based predictions exist, both camps are widely
used throughout the world. An organization that has the ability to predict their
workforce is an organization that is both aware and know the use of having a
prediction of their supply and demand of workforce. Within any current
organization, having the ability to produce data on the prediction of the supply
References
INDIVIDUAL WORK ON
SUPPLY AND DEMAND
TECHNIQUES