Prepared by: IRVING S. AMBRONA

FORECASTING THE DEMAND AND

SUPPLY FOR HR

Forecasting The Supply of HR:

Human Resource supply forecasting is the process of estimating availability of human resource followed after demand for testing of human resource.

For forecasting supply of human resource we need to consider internal and external supply

Internal supply of human resource available by way of transfers, promotions, retired employees & recall of laid-off employees, etc. Source of external supply of human resource is availability of labour force in the market and new recruitment.

External supply of human resource indicates the availability of manpower

Supply and demand of jobs.

External supply of human resource depends on some factors 

literacy rate of nation

rate of populationindustry and expected growth rate and level

technological development.

compensation system based on education, experience, skill and age.

STEPS in determing the supply of Manpower:

 SKILLS INVENTORY

MANAGEMENT INVENTORY

ANTICIPATING CHANGES IN PERSONNEL

Is a lists of the names, certain characteristics and the skills of the people working for the organization. It may be done manually or with the aid of computers

It provides very important input in planning for training, management development, promotion, transfer and other personnel activities

Skills Inventory

Is a specialized expanded form of skills inventory for an organization’s current management team

It contains brief assessments of the manager’s past performance, strenghts and weaknesses, and his potential for promotion to a higher position

Management Inventory

The organization is confronted with changes in the environment and these include those involving personnel

To minimize, if not totally eliminate such difficulties, the HR planner must install some means to anticipate any changes in personnel When changes are correctly anticipated proper adjustment can be change

Anticipating Changes in Personnel

PLANNING HUMAN RESOURCE PROGRAM

RECRUITMENT FROM EXTERNAL SOURCES

ENCOURAGING RETIRABLE EMPLOYEES TO POSTPONE RETIREMENT

REHIRING RETIRED EMPLOYEESINTRODUCING REMEDIES TO REDUCE

EMPLOYEE TURNOVERSUBCONTRACTINGHIRING TEMPORAY WORKERS

PLANNING FOR SHORTAGES

ADOPT ATTRITION AS A POLICYOFFER EARLY RETIREMENT INCENTIVESTRANSFER SOME EMPLOYEES FROM

UNITS WITH MANPOWER SURPLUS TO UNITS WITH MANPOWER SHORTAGE

SCHEDULE EMPLOYEES FOR TRAINING SLACK PERIOD

LAY OFF EXCESS EMPLOYEES

PLANNING FOR SURPLUSES

STEPS1. Categorize managerial job according to

priority so proper attention could be directed where it is needed.

2. Identify candidates with high promoted3. Plan development activities for

candidates4. Identify viable near-term replacements

for important positions

MANPOWER SUCCESSION PLANNING

THANK YOU