Quantitative HR Forecasting Models Quiz

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Questions and Answers

What is the main purpose of using personality tests in the selection process?

Predicting future job performance

Which of the following is NOT one of the personality factors commonly assessed in work situations?

Technical ability

What is the main focus of integrity tests during the selection process?

Measuring honesty and trustworthiness

What is the primary purpose of structured interviews in the selection process?

Evaluating soft skills like communication and leadership Signup and view all the answers

Which of the following statements is FALSE regarding biographical data inventories?

They assess technical skills exclusively. Signup and view all the answers

What distinguishes workforce supply analysis methods from linear programming and goal programming?

Focus on individuals rather than groups Signup and view all the answers

What is a key challenge mentioned in the text when it comes to skill inventories?

Deciding what information to include and exclude Signup and view all the answers

Which method aims to establish norms or yardsticks for HR forecasts?

Assignment models Signup and view all the answers

Why is it more difficult to forecast external labor supply compared to internal?

No centralized, national projections exist Signup and view all the answers

What is a common challenge faced by managers regarding methods like linear programming and goal programming?

Difficulty in understanding the underlying mathematics Signup and view all the answers

What type of data elements are commonly included in skill inventories?

Educational background and training completed Signup and view all the answers

Which method of assessing HR demand does not rely on mathematics?

Delphi technique Signup and view all the answers

Why do few firms invest substantial effort in forecasting external labor supply?

Lack of national projections for external labor supplies Signup and view all the answers

Which tool can be used to predict how factors will influence jobs, people, and the HR department?

Cross-impact analysis Signup and view all the answers

What makes skill inventories more comprehensive than replacement charts?

Skill inventories offer detailed information on various aspects of employees Signup and view all the answers

Which assessment method is commonly used for predicting job performance based on a variety of mental abilities?

Cognitive Ability Tests Signup and view all the answers

In which situations are Job Knowledge Tests typically used?

When candidates must possess specific technical knowledge Signup and view all the answers

Which of the following assessment methods is most commonly employed for external selection processes?

Cognitive Ability Tests Signup and view all the answers

What distinguishes internal selection from external selection in an organizational context?

Hiring or promoting from within vs. hiring from outside Signup and view all the answers

Which type of assessments are used when candidates need to demonstrate a body of pre-existing knowledge for a job?

Job Knowledge Tests Signup and view all the answers

What is the main characteristic of HR planning as described in the text?

Dependence on intuition of managers Signup and view all the answers

Which of the following is NOT mentioned as a predictor of HR needs based on the text?

Skills possessed in jobs Signup and view all the answers

What does the text suggest is traditionally ignored by HR forecasters?

Skills required for different jobs Signup and view all the answers

What aspect of HR planning shows growing interest despite being traditionally ignored by forecasters?

Internal sources of information Signup and view all the answers

Which of the following is NOT identified as a factor influencing staffing requirements based on the text?

Intellectual capital of workers Signup and view all the answers

In HR forecasting, people are often categorized by all of the following EXCEPT:

Physical appearance Signup and view all the answers

Which aspect is NOT considered when categorizing employees for HR forecasting related to retirements?

Race Signup and view all the answers

What is the primary purpose of personnel replacement charts in HR forecasting?

To predict turnover rates and promotions Signup and view all the answers

Internal sources of information in HR forecasting do NOT include:

External market analysis reports Signup and view all the answers

What is the main purpose of computerized HR systems in the context of skills profiling?

To identify skill gaps in the workforce Signup and view all the answers

What is the primary benefit of using software programs to forecast personnel requirements?

Predicting productivity and sales levels Signup and view all the answers

How does workforce gap affect the planning process according to the text?

It identifies the difference between projected supplies and demands Signup and view all the answers

Why are short-term objectives different from intermediate-term objectives in workforce planning?

Intermediate-term objectives reflect what is feasible in two or three additional years Signup and view all the answers

What is the purpose of comparing workforce quantity requirements to forecasted availabilities?

To establish the organization's likely staffing level position Signup and view all the answers

In the context of personnel replacement charts, what does 'fully staffed' imply?

The organization has the ideal number of employees required Signup and view all the answers

How can internal sources of information contribute to workforce supply analysis?

By offering data on employee turnover rates Signup and view all the answers

What role do skills profiling play in workforce planning?

Matching employee skills with job requirements Signup and view all the answers

How does the use of computerized HR systems impact personnel forecasting?

It enables quick translation of productivity into personnel needs forecasts Signup and view all the answers

What does the increased interaction between line management and planners in organizations lead to in terms of HR planning?

Increased complexity and effectiveness of planning Signup and view all the answers

How has the nature of human resource planning in leading organizations changed due to heightened international competition?

Increased focus on long-term solutions Signup and view all the answers

What is the main impact of demographic shifts on human resource planning in organizations?

Increased challenges in addressing human resource concerns Signup and view all the answers

Why do organizations realize the importance of developing both long-term and short-term solutions for human resource concerns?

To address both current and future staffing needs effectively Signup and view all the answers

What is the definition of Human Resource Planning (HRP) as per the scholar mentioned in the text?

A process by which management determines the organization's desired position from its current manpower position Signup and view all the answers

What is the main purpose of using scatter plots in HR planning?

To show the relationship between different variables Signup and view all the answers

In HR forecasting, what does 'fully staffed' imply?

Having a balanced headcount without being understaffed or overstaffed Signup and view all the answers

What is the significance of making forecasts based on ratio analysis in HR planning?

It enables forecasting personnel needs based on causal factors like sales volume Signup and view all the answers

What is the primary goal of staffing quality analysis in HR planning?

To determine the compatibility between employees and organizational goals Signup and view all the answers

Why is trend or flow analysis important in predicting future HR needs?

It assists in visualizing changes in departments over time Signup and view all the answers

What is the main goal of workforce planning when it becomes strategic?

To anticipate long-term HR supplies and demands relative to changing conditions Signup and view all the answers

In HR forecasting, what is the significance of a 'workforce action plan'?

It ensures alignment between business planning and human resource planning Signup and view all the answers

What role do computerized information systems play in workforce supply analysis?

They assist in identifying candidates with specified qualifications Signup and view all the answers

What is the purpose of using 'personnel replacement cards' in HR forecasting?

To show possible replacements for each position along with their performance and potential Signup and view all the answers

How do industrial/organizational (I/O) psychologists contribute to effective human resource planning?

By analyzing workforce profiles in terms of future business strategies Signup and view all the answers

What is the primary purpose of long-term human resource planning as described in the text?

To forecast future staffing requirements beyond three years Signup and view all the answers

Why is staffing the upper echelons of organizations particularly challenging when a promotion-from-within policy is practiced?

Because it requires predicting a few particular individuals in the future Signup and view all the answers

How does long-term human resource planning differ from short-term reactive human resource planning?

Short-term planning is influenced by business needs, while long-term planning focuses on survival Signup and view all the answers

What characterizes the two-way linkage between business and human resource planning, as described in the text?

Human resource needs are adjusted based on business objectives Signup and view all the answers

How does providing developmental experiences to a greater number of employees reduce uncertainty in forecasted supply?

By enhancing the predictability of available talent Signup and view all the answers

What is the most likely strategy for an organization facing a shortage of personnel?

Implementing creative recruiting and compensation incentive Signup and view all the answers

In HR planning, what is the main focus of demand-side strategies?

Reducing staffing needs by improving individual productivity Signup and view all the answers

Which of the following is a potential method to address an excess workforce supply in an organization?

Layoffs and restricted hiring Signup and view all the answers

What distinguishes supply-side strategies from demand-side strategies in HR planning?

Supply-side strategies aim to fill remaining staffing gaps after demand-side strategies have reduced positions that need filling Signup and view all the answers

What is the primary outcome of a successful demand-side strategy implementation in HR planning?

Reduced staffing needs by improving employee productivity Signup and view all the answers

Why do HR planners categorize positions by educational and training requirements?

To identify work or experience prerequisites for different positions. Signup and view all the answers

What aspect of HR planning is described as 'more art than science' in the text?

Demand forecasting Signup and view all the answers

How do changes in productivity levels affect labor demand according to the text?

Decrease labor demand when output per worker increases Signup and view all the answers

Which of the following is NOT a reason mentioned in the text for conducting demand forecasting?

Monitor workforce diversity compliance Signup and view all the answers

In HR planning, what is the driving force according to the text?

Demand forecasting Signup and view all the answers

What is the main source of dissatisfaction mentioned regarding methods in professional HR departments as per the text?

Demand forecasting accuracy Signup and view all the answers

What is the role of HR forecasters according to the text?

To estimate the number of people and jobs needed to achieve organizational objectives Signup and view all the answers

What aspect of HR planning involves studying a firm’s employment levels over a period of years to predict future needs?

Trend or Flow Analysis Signup and view all the answers

What technique in HR planning involves making forecasts based on the ratio between some causal factor like sales volume and the number of employees required?

Ratio Analysis Signup and view all the answers

In HR planning, what does the term 'Staffing Quality' primarily focus on?

Person/Job Match and Person/Organization Match Signup and view all the answers

What is the main purpose of using computerized programs in forecasting personnel requirements?

To translate productivity into personnel forecasts Signup and view all the answers

Which method in HR planning requires considering general economic conditions and the expected rate of unemployment to forecast outside candidate supply?

Forecasting Workforce Quantity Signup and view all the answers

What characterizes the interaction in modern human resource planning according to the text?

It is increasingly a collaboration between line management and planners. Signup and view all the answers

Why do organizations find it necessary to develop both long-term and short-term solutions for human resource concerns?

To better address the needs of the business and individuals. Signup and view all the answers

What is the primary objective of workforce planning when it becomes strategic?

To anticipate long-term HR supplies and demands relative to changing conditions Signup and view all the answers

What is the main outcome of human resource planning striving for the right number and kind of people at the right places and times?

Achieving maximum long-run benefits for both the organization and individuals. Signup and view all the answers

What is a key reason why major changes in business environments are forcing organizations to integrate business planning with human resource planning?

To address uncertainties by aligning business planning with human resource planning Signup and view all the answers

How has environmental instability impacted human resource planning according to the text?

By changing the nature of planning to involve long-term as well as short-term solutions. Signup and view all the answers

Which activity helps organizations assess the discrepancy between their current skills profile and the profile required to meet their strategic plan in workforce supply analysis?

Assessing skills and abilities of the current workforce for future job predictions Signup and view all the answers

What role do human resource planners take on as they involve themselves in more business programs?

They face new and increased responsibilities and challenges. Signup and view all the answers

Why has computer technology increased the feasibility of keeping information from inventories up-to-date in workforce supply analysis?

By enabling tracking of qualifications of hundreds or thousands of employees Signup and view all the answers

What is a key characteristic of computerized information systems used in workforce supply analysis?

They scan databases to list candidates with specified qualifications Signup and view all the answers

What is the likely outcome if human resource planners pay more attention to HR forecasting than to environmental scanning?

HR planning will lack qualitative insights Signup and view all the answers

What is a potential consequence of solely relying on demand-side strategies in HR planning?

Inadequate staffing levels Signup and view all the answers

How do organizations facing dynamic conditions differ from very small firms in terms of labor demand and supply equilibrium?

They have higher employee turnover rates Signup and view all the answers

Which method is NOT mentioned as a supply-side strategy to help fill staffing gaps in HR planning?

Employee Performance Management Signup and view all the answers

What differentiates HR forecasting from environmental scanning?

HR forecasting focuses on quantitative changes while environmental scanning focuses on qualitative changes Signup and view all the answers

What is a key aspect of staffing strategy planning, as mentioned in the text?

Implementing staffing plans to close talent gaps Signup and view all the answers

What is a significant challenge when staffing the upper echelons of organizations under a promotion-from-within policy, according to the text?

Estimating the probability of specific individuals remaining with the company Signup and view all the answers

What is a critical aspect that drives the need for long-term human resource planning in organizations, as per the text?

Intense competition in the global market Signup and view all the answers

Why is integrating human resource planning with business planning essential for organizational success, based on the text?

To link performance goals with the right people Signup and view all the answers

What characterizes the traditional one-way linkage between business planning and human resource planning, as discussed in the text?

Human resource needs define business plans Signup and view all the answers

What is the primary goal of HR planners when estimating HR needs according to the text?

To assess labor demand by projecting requirements implied by organizational plans Signup and view all the answers

How do HR planners typically forecast future labor supply based on the text?

By assessing external labor supply expected in the future Signup and view all the answers

What is the final step in the model of human resources planning (HRP) as per the text?

Reconciling labor shortfalls Signup and view all the answers

How do HR planners stimulate demand according to the text?

By assessing external environmental, organizational, and workforce conditions Signup and view all the answers

Which of the following is an essential consideration in workforce planning according to the text?

Quantifying attributes, patterns, and characteristics of individuals Signup and view all the answers

What aspect of HR planning does the text imply is traditionally overlooked by HR forecasters?

Required skills for specific jobs Signup and view all the answers

In HR planning, what do changes in productivity levels primarily indicate according to the text?

Increased labor demand Signup and view all the answers

What is one of the reasons for conducting demand forecasting as highlighted in the text?

Preventing shortages of necessary personnel Signup and view all the answers

What drives HR planning and is sometimes referred to as demand forecasting?

Estimating future staffing requirements Signup and view all the answers

What causes a decrease in labor demand according to the text?

Increases in productivity levels Signup and view all the answers

What is a key consideration for HR planners when categorizing employees by educational level?

To narrow the pool of qualified candidates for transfers and promotions Signup and view all the answers

In HR planning, when classifying positions by employee type, what is the primary purpose according to the text?

To classify positions according to designations provided by government commissions Signup and view all the answers

What is the main challenge highlighted in the text regarding identifying predictors in HR forecasting?

Choosing proportionate predictors is difficult Signup and view all the answers

Why do managers often rely on intuitive predictors in HR planning, as mentioned in the text?

They simplify the forecasting process Signup and view all the answers

What role do organization charts and budget documents play when establishing position categories in HR planning?

They show relationships between units and authorized staffing levels Signup and view all the answers

What results from the interaction between line management and planners in modern organizations, as described in the text?

Increased responsibilities and challenges for human resource planners Signup and view all the answers

How has the nature of human resource planning changed in leading organizations due to environmental instability, according to the text?

Focus on long-term solutions exclusively Signup and view all the answers

What is the primary impact of demographic shifts on human resource planning in organizations based on the text?

Necessity for adjusting human resource planning strategies Signup and view all the answers

What characterizes the two-way linkage between business and human resource planning according to the text?

Mutual influence and coordination between business objectives and HR planning Signup and view all the answers

What do organizations find necessary to address human resource concerns effectively, as mentioned in the text?

Development of both long-term and short-term solutions Signup and view all the answers

What is the primary purpose of conducting trend or flow analysis in HR planning?

To determine future workforce quantity requirements Signup and view all the answers

In HR forecasting, what does scatter plot analysis primarily aim to show?

How two variables are related graphically Signup and view all the answers

What is the significance of using computers to forecast personnel requirements in HR planning?

To translate projected outputs into personnel needs efficiently Signup and view all the answers

How does staffing quantity analysis in HR planning differ from staffing quality analysis?

Staffing quantity deals with headcount requirements while staffing quality focuses on turnover rate Signup and view all the answers

What is the main outcome of identifying the workforce gap in HR planning?

Meeting objectives through joint efforts of planners and managers Signup and view all the answers

What is the primary focus of workforce planning when it becomes strategic?

Anticipating long-term HR supplies based on forecasts Signup and view all the answers

What characterizes the interaction in modern human resource planning according to the text?

Deep integration with business planning Signup and view all the answers

What is the main impact of demographic shifts on human resource planning in organizations?

Increased demand for long-term workforce planning Signup and view all the answers

How can internal sources of information contribute to workforce supply analysis?

By assessing current workforce skills for future needs Signup and view all the answers

What is a key consideration for HR planners when categorizing employees by educational level?

Matching educational levels to job requirements Signup and view all the answers

Which strategy aims to reduce the number of positions that need to be filled in an organization?

Retention Signup and view all the answers

What is a key method used to equate labor demand to labor supply when demand is less than supply?

Retraining Signup and view all the answers

In the context of HR planning, what does Environmental Scanning focus on?

Qualitative changes over time Signup and view all the answers

What is a major factor contributing to the loss of staff in organizations, as outlined in the text?

Wage inflation Signup and view all the answers

Which strategy comes into play after Demand-side strategies have reduced the number of positions that must be filled?

Recruitment Signup and view all the answers

What is one of the steps involved in HR forecasting as described in the text?

Comparing historical output to staffing levels Signup and view all the answers

In HR planning, what does the term 'equating historical relationships between output and staffing levels' refer to?

Estimating how many people are needed to produce a specific output level Signup and view all the answers

Which aspect is emphasized when HR planners assess internal labor supply in the context of HR forecasting?

Reviewing employee turnover patterns Signup and view all the answers

Why do HR planners classify employees into distinct categories according to the text?

To facilitate quantifying attributes, patterns, and characteristics Signup and view all the answers

What is the primary focus of HR planners when assessing external labor supply for future HR requirements?

Comparing expected internal and external availability of human resource supplies Signup and view all the answers

What is a key reason why long-term human resource planning is gaining importance in organizations, according to the text?

To ensure the right people are in the right place at the right time Signup and view all the answers

What is a significant challenge faced by organizations when staffing the upper echelons, especially with a promotion-from-within policy?

Uncertainty in predicting future demand and supply Signup and view all the answers

In what way does integrating business planning with human resource planning benefit organizations?

By ensuring profitability through linkages between business objectives and people-planning activities Signup and view all the answers

What drives the need for long-term human resource planning in organizations, as discussed in the text?

Survival and competitiveness in a dynamic marketplace Signup and view all the answers

How does workforce gap analysis help organizations address talent shortages according to the text?

By developing and implementing staffing plans to close talent gaps Signup and view all the answers

What is the main purpose of classifying employees by educational level in HR forecasting?

To narrow the pool of qualified candidates for transfers and promotions Signup and view all the answers

Why do HR planners use organization charts and budget documents when establishing position categories?

To show relationships between units and authorized staffing levels Signup and view all the answers

In HR planning, what is a key factor in establishing a relationship between people, positions, and organizational outputs?

Proportionate predictors based on past staffing/output relationships Signup and view all the answers

What is the main purpose of demand forecasting as discussed in the text?

Quantify the positions necessary for producing goods or services in demand Signup and view all the answers

What is a common source of HR demand according to the text?

Productivity levels of workers Signup and view all the answers

How do HR planners typically arrive at forecasts of HR needs according to the text?

By relying on intuition of individual managers Signup and view all the answers

Why do HR planners struggle to identify appropriate predictors for HR forecasting according to the text?

Due to the complexity of relating staffing and organizational outputs Signup and view all the answers

How do staffing cycles impact HR planning, as mentioned in the text?

They project future staffing requirements based on past trends Signup and view all the answers

What role does demand forecasting play in controlling costs associated with human resources?

Aligning recruitment with organizational needs Signup and view all the answers

How do changes in the external environment influence HR demand?

By exerting influence on work performed by the organization Signup and view all the answers

Study Notes

Assessment Methods

Cognitive Ability Tests: measure mental abilities, such as verbal and mathematical ability, reasoning ability, and reading comprehension, to predict job performance.
Job Knowledge Tests: measure critical knowledge areas required for a job, typically used when candidates must already possess a body of knowledge prior to job entry.
Personality Tests: assess traits relevant to job performance, such as conscientiousness, extraversion, agreeableness, openness to experience, and emotional stability.
Biographical Data (Biodata): asks job candidates questions about their background, personal characteristics, or interests to predict job performance.
Integrity Tests: measure attitudes and experiences related to honesty, trustworthiness, and dependability.
Structured Interviews: use a specific set of questions to assess critical KSAs (Knowledge, Skills, and Abilities) required for a job.

Workforce Planning

Definition: the process of determining how an organization should move from its current manpower position to its desired position.
Focus: analyzing an organization's HR needs as conditions change, and developing strategies to respond proactively to those changes.
Importance: ensures the right numbers and kinds of people are available at the right times and places to translate organizational plans into reality.

Workforce Supply Analysis

Derives from internal and external sources of information.
Internal sources: assess current workforce skills and abilities, and transferability to future jobs.
Computerized Information Systems: track employee qualifications, and provide managers with a list of candidates with specified qualifications.

Workforce Demand Analysis

Predicts organizational outputs, such as production, volume, and sales levels.
Factors: market demand, percentage of market served, availability of new technologies, and countries of operation.
Techniques: trend or flow analysis, ratio analysis, and scatter plot analysis.

Forecasting Personnel Requirements

Uses software programs to translate projected productivity and sales levels into forecasts of personnel needs.
Estimates how personnel requirements will be affected by various productivity and sales levels.

Workforce Gap and Action Plans

Identifies the gap between future human resource supplies and demands.
Develops action plans to meet objectives through joint efforts of HR planners and managers.

Staffing Quantity and Quality

Staffing Quantity: forecasts workforce quantity requirements and compares them to forecasted workforce availabilities.
Staffing Quality: includes person/job match and person/organization match to result in desired HR outcomes.### Staffing Strategy
Staffing strategy is the planning process of identifying and addressing the staffing implications of business plans and strategies.
It involves:
- Defining the number and types of employees needed to implement plans effectively.
- Identifying the staffing resources currently available.
- Projecting the supply of talent that will be available in the future.
- Identifying differences between anticipated demand and forecasted supply.
- Developing and implementing staffing plans to close talent gaps and eliminate surpluses.

Workforce Planning

Workforce planning (also called human resource planning, HRP) ensures that the right person is in the right job at the right time.
It involves:
- Determining how the organization should move from its current manpower position to its desired position.
- Ensuring the right number and kinds of people, at the right places, at the right time, doing things that result in both the organization and the individual receiving maximum long-run benefits.

Equating Workforce Demand to Supply

There are three possible scenarios:
- Demand equals supply: no action is needed.
- Demand is less than supply: methods such as restricted hiring, reduced working hours, job sharing, early retirement, retraining, and layoffs can be used to equate demand and supply.
- Demand is greater than supply: actions such as creative recruiting, compensation incentives, training programs, and different selection standards can be taken to obtain the necessary supply of people.

Demand-side and Supply-side Strategies

Demand-side strategies:
- Reduce the number of positions that need to be filled.
- Include retention, reorganization, work process redesign, and employee performance management.
Supply-side strategies:
- Help fill the remaining staffing gap once demand-side strategies have reduced the number of positions that must be filled.
- Include recruitment, modified qualifications, workforce development, training and development, and succession planning.

HR Forecasting

HR forecasting involves estimating the numbers of people and jobs needed by an organization to achieve its objectives and realize its plans over time.
It involves:
- Classifying employees and positions into distinct categories.
- Forecasting demand by analyzing current HR requirements and projecting future HR requirements.
- Forecasting supply by analyzing current HR inventories and comparing expected internal and external availability of human resource supplies.
- Comparing supply and demand to identify shortfalls.

Steps in HR Forecasting

Step 1: Assess the internal and external environment.
Step 2: Inventory available talent through examination of current employee appraisal information and succession plans.
Step 3: Forecast future labor supply based on attrition or turnover patterns, mobility or movement between job classes, skills utilization, and future assumptions.
Step 4: Analyze present HR requirements and forecast future HR requirements.
Step 5: Compare supply and demand to identify shortfalls.
Step 6: Take action to reconcile labor shortfalls through such HR practice areas as recruitment and training.### Predicting Human Resource Needs
Identifying predictors of human resource needs can be done through:
- Historical data and productivity index
- Total budget of the organization
- Number of units processed
- Changes in productivity
- Staffing cycles

Forecasting Demand

Forecasting demand is the process of estimating the number of people needed in various job categories, geographical locations, and organizational units.
Demand forecasting helps control costs associated with human resources by ensuring that recruitment, management, and promotions match organizational needs.
Reasons for demand forecasting include:
- Quantifying positions necessary for producing a given number of goods or services
- Identifying departments that can benefit from productivity improvement efforts
- Determining the desired staff mix
- Assessing appropriate staffing levels in different parts of the organization
- Preventing shortages of people
- Monitoring compliance with equal employment opportunity goals

Causes of HR Demand

Causes of HR demand include:
- Changes in the external environment
- Organizational plans and objectives
- Productivity levels

Workforce Planning

Workforce planning (HRP) ensures that the right person is in the right job at the right time.
HRP involves analyzing an organization's HR needs as its conditions change and developing strategies to respond to those changes.
Workforce planning helps ensure that the right numbers and kinds of people are available at the right times and places to meet organizational plans.

Workforce Supply Analysis

Supply forecasts can be derived from internal and external sources of information.
Internal sources include:
- Assessing the current workforce's skills and abilities
- Using manual systems and replacement charts
- Implementing computerized information systems
External sources include considering general economic conditions and the expected rate of unemployment.

Workforce Demand Analysis

Workforce demand analysis involves predicting the numbers and qualities of people needed to perform jobs.
Factors to consider include:
- Organizational outputs (e.g., production volume, sales levels)
- Technology used to generate outputs
- Future demands from the marketplace
- Percentage of the market served
- Availability of new technologies
- Different countries of operation

Forecasting Techniques

Techniques used to forecast workforce demand include:
- Trend or flow analysis
- Ratio analysis
- Scatter plot analysis
- Using computers to forecast personnel requirements

Workforce Gap and Action Planning

After projecting future HR supplies and demands, identify the workforce gap and develop action plans to meet objectives.
Action plans involve the joint efforts of HR planners and relevant managers throughout the organization.

Staffing Quantity and Quality

Staffing quantity involves forecasting the needed headcount and comparing it to forecasted workforce availabilities.
Staffing quality includes person/job match and person/organization match.

Staffing Strategy

Staffing strategy involves identifying and addressing the staffing implications of business plans and strategies.
This process includes:
- Defining the number and types of employees needed at a particular point in the future
- Identifying the staffing resources currently available
- Projecting the supply of talent that will be available at that point in the future
- Identifying differences between anticipated demand and forecasted supply
- Developing and implementing staffing plans to close talent gaps and eliminate surpluses

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