This document outlines 14 techniques that can be used for forecasting human resource needs, including managerial judgment, trend analysis, ratio analysis, scatter plots, computerized forecasting, work study techniques, the Delphi technique, regression analysis, econometric models, nominal group technique, HR budget and planning analysis, scenario forecasting, workforce analysis, and job analysis. Each technique is briefly described in 1-2 sentences.

1. Techniques for Forecasting Human Resources BHOMA RAM RAR MBA

2. There are several techniques use for forecasting Managerial Judgment Trend Analysis Ratio Analysis Scatter Plot Computerized Forecast Work Study Technique Delphi technique Regression Analysis Econometric Models cont…..

3. 10. Nominal Group Technique 11. H R Budget and Planning Analysis 12. Scenario Forecasting 13. Workforce Analysis 14. Workload Analysis 15. Job Analysis

4. Managerial Judgment This techniques is very simple. In this, manager sit together, discuss and arrive at a figure which would be the future demand for labor. The technique may involve a ‘bottom-to-top’ or ‘top-to-bottom’ approach.

5. Trend Analysis Method which forecast employments requirements on the basis of some organizational index and is one of the most commonly used approaches for projecting HR demand. Business Factor Annual Volume of Sales. (N.U) Total Number of Employees. Compare the Productivity Ratio. Calculate Human Resources demand. Forecasted Human Resource Requirements.

6. Ratio Analysis Another approach , Ratio analysis , means making forecasts based on the ratio between. Some causal factor (like sales volume) The number of employees required

7. Scatter Plot A graphical method used to help identify the relationship between two variables. A scatter plot is another option. HR planner can use scatter plots to determine whether two factors – measure of business activity and staffing levels are related.

8. Computerized Forecast The determination of future staff needs by projecting a firm’s sales, volume of production, and personnel required to maintain this required volume of output, using computers and software packages. Employers also used computerized system to personnel requirements .

9. Work Study Technique Work study technique is based on the volume operation and work efficiency of personnel. Volume of operation is derived from the organizational plan documents and increase/decrease in operation can be measured. Planned output Standard output per hour x standard hours per person

10. Delphi Technique This technique calls for a facilitator to solicit and collate written, expert opinion on labor forecast. After answer are received, a summary of the information is developed and distributed to the expert, who are than requested to submit revised forecast. Expert never meet face-to-face, but rather communicate through the facilitator.

11. Regression Analysis Regression analysis identifies the movement of two or more inter-related series. It is used to measure the changes in a variable as a result of changes in other variables. Regression analysis determines the relationship between Y variables such as the number of employees and X variables such as service delivery by actually measuring the relationship that existed in the past. Use of the method begins with a series of observation each costing of a value for the Y variable plus a value for each X variable.

12. Econometric Models Econometric models for estimation of manpower requirement differ from the statistical methods. Past statistical data are analyzed in the hope that it will prove possible to describe precisely the relationships between a number of variables in mathematical and statistical terms.

13. Nominal Group Technique The nominal group technique is a decision making method for use among groups of many sizes, who want to make their decision quickly, as by a vote, but want everyone’s opinions taken into traditional voting. Introduction and Explanation Silent Generation of Ideas Sharing Ideas Group Discussion Voting and Ranking

14. H R Budget and Planning Analysis There are several other ways by which planners can estimate the future demand for human resources. One approach is through budget and planning analysis. When new ventures complicate employment planning. Planners can use new-venture analysis.

16. Selection of Critical Indicators

17. Establishing Past Behavior of Indicators

18. Verification of Potential Future Events

19. Forecasting the indicators

21. Workload Analysis It is a method that uses information about the actual content of work based on a job analysis of the work. Workload analysis involves use of ratios to determine HR requirement. Both the number of employees and the kind of employees required to achieve organizational goals are identified.

22. Job Analysis Job analysis helps in finding out the abilities or skills required to do the jobs efficiently. A detailed study of jobs is usually made to identify the qualification and experience required for them.