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BENEFITS OF DOCUMENT

  1. Provide a framework for creating a Planning and Recruitment
  2. How can companies must have a clear idea of their current configuration of human resource
  3. How can you have a program that will address these discrepancies between current and future configuration.

DOCUMENT DESCRIPTION

Two major ways that societal trends affect employers:
(a) consumer markets, which affect the demand for goods and services
(b) labor markets, which affect supply of people to produce goods and service.

Three keys effectively utilizing labor markets:
(a) companies must have a clear idea of their current configuration of human resource
(b) organization must know where they are going and know the configuration that will be needed
(c) have a program that will address these discrepancies between current and future configuration.

Past staffing levels are used to project future HR requirements. Past staffing level are examined to isolate seasonal and cyclical variations, long term trends, and random movements. Long term trends are then extrapolated or projected using a moving average, exponential smoothing or regression technique.

Past personal data are examined to determine historical relationships among the number of employees in various jobs or job categories. Regression analysis or productivity ratios are then used to project either total or key group HR requirements to various job categories or to estimate requirements for non-key group.

Historical data are used to examine past level of a productivity index: (P = workload/ number of people). Where constant or systematic, relationships are found, HR requirements can be computed by dividing predicated workloads by P.

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Source: Planning & Recruitment Strategy PowerPoint document

 

Planning & Recruitment Strategy

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This business document is categorized under the function(s):

It applies to Management Consulting

File Type: PowerPoint (ppt)

File Size: 4.7 MB

Number of Slides: 16 (includes cover, transition slides)

Related Topic(s): Hiring

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Initial upload date (first version): May 23, 2020
Most recent version published: May 25, 2020

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