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Strategic Human Resource Planning for Labor Demand and Supply

Learn to forecast labor demand using statistical models, manage labor surplus and shortage, recruit effectively, and evaluate recruitment sources in MGMT.422.

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Strategic Human Resource Planning for Labor Demand and Supply

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  1. Chapter 5 Planning for and Recruiting Human Resources

  2. Human Resource Planning MGMT 422 - Chapter 5

  3. Forecasting Demand for Labor • Trend analysis • Using statistical models to predict labor demand for next year • Leading indicators • Objective measures that accurately predict future labor demand • Subjective judgments MGMT 422 - Chapter 5

  4. Determining Labor Supply MGMT 422 - Chapter 5

  5. Labor Supply Management Options MGMT 422 - Chapter 5

  6. Managing a Surplus • Downsizing • Planned elimination of large numbers of personnel • Early retirement programs • Programs that encourage older workers to leave voluntarily • Pros and Cons MGMT 422 - Chapter 5

  7. Managing a Shortage • Temporary and Contract Workers • Outsourcing • Manufacturing or payroll • Pros and cons MGMT 422 - Chapter 5

  8. Implementing & Evaluating the Plan • Who is responsible for the results? • Was the organization successful in avoiding the labor shortages or surpluses? • Which parts of the plan were successful or not? • What was the impact of the plan on workforce utilization? MGMT 422 - Chapter 5

  9. Recruiting • Identifying and attracting potential employees • Three areas of focus: • Personnel policies • Recruitment sources • Characteristics of the recruiter MGMT 422 - Chapter 5

  10. Recruiting MGMT 422 - Chapter 5

  11. Personnel Policies • Recruiting from within or outside the company • Pay strategies • Employment at will vs. due-process policies • Image Advertising MGMT 422 - Chapter 5

  12. Recruitment Sources MGMT 422 - Chapter 5

  13. Evaluating Recruiting Sources MGMT 422 - Chapter 5

  14. Who is an Applicant? • In March 2004, the EEOC re-defined the term “applicant” • To be considered an applicant: • The employer has acted to fill a particular position • The individual has followed the employer’s standard application procedures • The individual indicates an interest in the particular position MGMT 422 - Chapter 5

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