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 tools and techniques for forecasting
 

tools and techniques for forecasting

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     tools and techniques for forecasting tools and techniques for forecasting Presentation Transcript

    • Tools and Techniques for Demand and Supply Forecasting Aravind.T.S (Assist.Prof) aravindcanon@gmail.com
    • Succession or Replacement Charts Who has been groomed/developed and is ready for promotion right NOW?
    • SUCCESSION PLANNING (Specimen) REPLACEMENT CHART FOR EXECUTIVE POSITIONS POSITION REPLACEMENT CARDS FOR EACH INDIVIDUAL POSITION ------------------------------------------------------------------------ POSITION WESTERN DIVISION SALES MANAGER DANIEL BEALER Western Division Sales Mgr POSSIBLE CANDIDATES SHARON GREEN GEORGE WEI HARRY SHOW TRAVIS WOOD CURRENT POSITION Western Oregon Sales Manager N. California Sales Manager Idaho/Utah Sales Manager Seattle Area Sales Manager Outstanding Ready Now PRESENT PERFORMANCE PROMOTION POTENTIAL Outstanding Outstanding Satisfactory Satisfactory Ready Now Needs Training Needs Training Questionable -------------------------------------------------------------------------
    • Human Resource Information Systems (HRIS) An employee database that can be searched when vacancies occur.
    • HUMAN RESOURCE INFORMATION SYSTEMS (HRIS) PERSONAL DATA Age, Gender, Dependents, Marital status, etc EDUCATION & SKILLS Degrees earned, Licenses, Certifications Languages spoken, Specialty skills Ability/knowledge to operate specific machines/equipment/software JOB HISTORY Job Titles held, Location in Company, Time in each position, etc. Performance appraisals, Promotions received, Training & Development MEMBERSHIPS & ACHIEVEMENTS Professional Associations, Recognition and Notable accomplishments PREFERENCES & INTERESTS Career goals, Types of positions sought Geographic preferences CAPACITY FOR GROWTH Potential for advancement, upward mobility and growth in the company
    • Transition Matrices (Markov Analysis) A chart that lists job categories held in one period and shows the proportion of employees in each of those job categories in a future period. It answers two questions: 1. “Where did people in each job category go?” 2. “Where did people now in each job category come from?
    • Personnel / Yield Ratios How much work will it take to recruit one new accountant?
    • Specimen: Yield ratios for recruiting a Cost Accountant FOR EVERY 12 APPLICATIONS RECEIVED, ONLY 1 LOOKS PROMISING ENOUGH TO INVITE FOR AN INTERVIEW OF EVERY 5 PERSONS INTERVIEWED, ONLY 1 IS ACTUALLY OFFERED A POSITION IN THE ORGANIZATION OF EVERY 3 JOB OFFERS MADE, ONLY 2 ACCEPT THE POSITION OF EVERY 10 NEW WORKERS WHO BEGIN THE TRAINING PROGRAM, ONLY 9 SUCCESSFULLY COMPLETE THE PROGRAM THUS: 100 APPLICATIONS MUST BE RECEIVED, so that 8.33 JOB INTERVIEWS CAN BE HELD, so that 1.67 JOB OFFERS CAN BE MADE, and 1.11 PEOPLE MUST BE TRAINED, so that we get ONE NEW COST ACCOUNTANT!!!