Tanglewood
Case study 2
Planning
Determining future human resource requirements
Future HR requirements represent the number and types of employees that the organization will need in the future to produce its goods and services. The requirements represent the organizations desired work force of the future. Statistical techniques like Ratio analysis and regression analysis are generally used to forecast HR requirements. In this case study the estimates for coming year's labor requirement is identical to the current year because of stability of the store. Therefore they need 1200 individuals to work as shift leaders, 850 individuals as department manager, 150 individuals as Assistant store manager, 50 individuals as store manager for the coming year.
2. Determining future human resource availabilities
Availability projections focus on the organization's current internal workforce. Their concern is with estimating the numbers and types of current employees that will be available in the future. More specifically, these estimates are concerned with the loss or exit of employees from the organization, the resulting distribution of employees who remain within the organization's internal labor market and the number of accessions during the planning time frame.
Transition probability matrix Current year (1) (2) (3) (4) (5) Exit
Previous year 1 Store associate 0.43 0.06 0.00 0.00 0.00 0.51 2 Shift leader 0.00 0.54 0.16 0.00 0.00 0.30 3 Department manager 0.00 0.00 0.64 0.06 0.00 0.30 4 Assistant store manager 0.00 0.00 0.06 0.52 0.08 0.34 5 Store manager 0.00 0.00 0.00 0.00 0.66 0.34
(a)
Forecast of availabilities Next year(projected) Current Workforce (1) (2) (3) (4) (5) Exit
Previous year 1 Store associate 8500 3655 510 0 0 0 4335 2 Shift leader 1200 0 648 192 0 0 360 3 Department manager 850 0 0 544 51 0 255 4 Assistant store manager 150 9 0 9 78 12 51 5 Store manager 50 0 0 0 0 33 17 3664
1158
745
129
45
(b)
Planning
Determining future human resource requirements
Future HR requirements represent the number and types of employees that the organization will need in the future to produce its goods and services. The requirements represent the organizations desired work force of the future. Statistical techniques like Ratio analysis and regression analysis are generally used to forecast HR requirements. In this case study the estimates for coming year's labor requirement is identical to the current year because of stability of the store. Therefore they need 1200 individuals to work as shift leaders, 850 individuals as department manager, 150 individuals as Assistant store manager, 50 individuals as store manager for the coming year.
2. Determining future human resource availabilities
Availability projections focus on the organization's current internal workforce. Their concern is with estimating the numbers and types of current employees that will be available in the future. More specifically, these estimates are concerned with the loss or exit of employees from the organization, the resulting distribution of employees who remain within the organization's internal labor market and the number of accessions during the planning time frame.
Transition probability matrix Current year (1) (2) (3) (4) (5) Exit
Previous year 1 Store associate 0.43 0.06 0.00 0.00 0.00 0.51 2 Shift leader 0.00 0.54 0.16 0.00 0.00 0.30 3 Department manager 0.00 0.00 0.64 0.06 0.00 0.30 4 Assistant store manager 0.00 0.00 0.06 0.52 0.08 0.34 5 Store manager 0.00 0.00 0.00 0.00 0.66 0.34
(a)
Forecast of availabilities Next year(projected) Current Workforce (1) (2) (3) (4) (5) Exit
Previous year 1 Store associate 8500 3655 510 0 0 0 4335 2 Shift leader 1200 0 648 192 0 0 360 3 Department manager 850 0 0 544 51 0 255 4 Assistant store manager 150 9 0 9 78 12 51 5 Store manager 50 0 0 0 0 33 17 3664
1158
745
129
45
(b)