• HR Supply Analysis involves • Existing Human resources • Two sources of supply are • Internal • External [email protected]
Forecasting Supply of Employees: Internal Labor Supply • Staffing Tables • Markov Analysis • Skill Inventories • Replacement Charts • Succession Planning [email protected]
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. [email protected]
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. [email protected]
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 - [email protected] 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. [email protected]
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. [email protected]
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 [email protected]
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.
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- Fall '16
- Human Resource Management