Hr supply analysis involves existing human resources

• HR Supply Analysis involves
• Existing Human resources
• Two sources of supply are
• Internal
• External
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Forecasting Supply of Employees: Internal Labor Supply
• Staffing Tables
• Markov Analysis
• Skill Inventories
• Replacement Charts
• Succession Planning
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Forecasting Internal Labor Supply
• Staffing Tables
• Graphic representations of all organizational jobs, along
with the numbers of employees currently occupying those
jobs and future (monthly or yearly) employment
requirements.
• Markov Analysis
• A method for tracking the pattern of employee movements
through various jobs.
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Hypothetical Markov Analysis for a Retail Company
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Internal Supply Forecasting Tools
• Skill Inventories
• Files of personnel education, experience, interests,
skills, etc., that allow managers to quickly match job
openings with employee backgrounds.
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Existing Human Resources
Capability / Skills Inventory using HR Information System
G e n e r a l In fo rm a tio n -
N a m e : P re s e n t A d d re s s : D e p a rtm e n t:
S e x : D e s ig n a tio n :
D O B : D O J :
M a rita l S a la ry :
S ta tu s : P e rm a n e n t A d d re s s : G ra d e :
Q u a lific a tio n -
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D e g re e /D ip lo m a In s titu tio n C la s s Y e a r o f P a s s
E x p e rie n c e /S k ills -
J o b T itle /
O rg a n is a tio n
B rie f S k ill/
A p p o in tm e n t R e s p o n s ib ilitie s S p e c ia lis a tio n
O u ts ta n d in g A c h ie v e m e n t / A d d itio n a l In fo rm a tio n -
A w a rd s P e rfo rm a n c e D is c ip lin a ry A c tio n
P ro m o tio n s M e rit R a tin g A b s e n te e is m
A c h ie v e m e n ts
C a re e r P la n s :

Internal Supply Forecasting Tools
• Replacement Charts
• Listings of current jobholders and persons who
are potential replacements if an opening
occurs.
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An Executive Replacement Chart
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Replacement Chart Example
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Succession planning
• Succession planning is a process for identifying and
developing internal people with the potential to fill
key business leadership positions in the company.
• Succession planning increases the availability of
experienced and capable employees that are
prepared to assume these roles as they become
available.
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Manpower Wastage analysis
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Manpower Wastage analysis
• Manpower wastage is an element of labour
turnover
• It includes Voluntary retirement, normal
retirement, resignations, deaths and
dismissals.
• Recruitment decisions without wastage
analysis may lead to inaccuracies in HRP
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Wastage analysis
• During induction phase
marginal employee leave
• During differential transit
period an employee learns
about the organisation and
Induction crisis
Differential Transit
identifies his role.