Human resource management m

1. GOLLIS UNIVERSITY
Department of Social Science and Law
Human Resource Management
Lecturer: Abdirahman Eid Dhimbil

2. Chapter two
Human Resource Planning
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 Demand Forecasting
▬ The process of estimating the future quantity and quality of manpower
requirement
▬ There are two approaches to HR demand forecasting: quantitative and
qualitative

3. Manufacturing Manpower
Textile & Footwear Manpower Departments:
 Shop Management
 Production Supervisor
 Garment workers
 Cutting Technician
 Footwear worker
 Storekeeper

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 Basic Demand Forecasting Methods
▬ Work study techniques
▬ Managerial/Executive judgment
▬ Statistical Techniques

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▬ Productivity measurement method
▬ Managerial/Executive judgment
▬ Trend analysis

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Work study techniques
▬ Is the investigation, regular system of the work done in an
organization in order to attain the best utilization of resources( Materials,
Machines, Men and Money)

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▬ All the technologies and management systems are related with
productivity

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Managerial/Executive judgment
▬ The approach to manpower forecasting is to prepare estimates of future
needs based on the individual opinions of departmental or line
managers

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Statistical Techniques
▬ Mathematical formulas, models, and techniques that are used in
statistical analysis of raw research data

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Productivity measurement method
▬ Work-study involves a thorough analysis of the work process and seeks
to establish the man-hours needed per unit of output

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Trend analysis
▬ It involves studying past ratio, say, between the number of workers and
sales in an organization and forecasting future ratios

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Forecasting Supply
▬ Supply forecasting analysis covers:
 Existing HR
 Internal sources of supply
 External sources of supply

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▬ Present employees
 HR audits summarize each employee’s skills and abilities

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▬ Internal supply
The techniques generally used for the purpose are:
 Inflows and outflows
 Conditions of work and absenteeism
 Productivity level
 Movement among jobs

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▬ External supply
External sources are important for specific reasons:
 New blood and new experience will be available
 Organization needs to replenish lost personnel

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 Organizational growth and diversification create the needs to use
external sources to obtain additional number and type of employees

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Determining Manpower Gaps
 The demand and supply must be reconciled or balanced in order that
vacancies can be filled by the right people at the right time