1. Programs for Human Resource Planning
• Linear programming, e.g. to minimize total labour
costs within certain constraints
• Goal programming, e.g. setting multiple goals such as
increasing profits by 10% and hiring bilingual
salespeople
• Computer simulation, e.g. to examine the effects of
various programs to reduce surpluses or shortages

2. Some Objectives of HRP
• S - Specific
• M - Measurable
• A - Attainable
• R - Relevant
• T - Time-bound

3. Competencies defined
• A collection of characteristics (i.e. skills, knowledge and self-
concept, traits, behaviour, motivation, etc.), that enables us to
successfully complete a given task.
Skills Knowledge
Self-concept
(Attitude)

4. HR Planning (How?)
• We link firm’s HRM practices to its strategic
business needs identified by the strategic planning
process
• HR Planning can be both short term and long term
(three or more years)
– Identify future needs
– Plan for meeting them

5. Demand Forecasting
• Demand forecasting involves predicting the number and types
of people the org will need at some future point
• Statistical approaches– org predicts the needed workforce size
based on certain business factors
– Statistical approach is used when an org operates in a
stable environment (patient load to predict number of
nurses needed)—explosive growth need more of a
judgmental approach

6. Demand Forecasting
Trend analysis—most commonly used statistical
method
Demand for future human resources predicted on
past business trends regarding a business factor.
• Ratio Analysis—process of determining future
HR demand by computing exact ratio between the
specific business factor and the numbers needed.

7. Demand Forecasting
• Ratio Analysis
– Student-faculty ratio—10,000 students and 500 professors
20:1 faculty student ratio. For every 20 students you have
one professor. If enrollment increases by 1,000 students
we would need to hire an additional 50 faculty
• Regression Analysis—similar to both trend and ratio
analyses in that forecasts are based on the relationship
between business factor and workforce size.
• This method is more statistically based—regression analysis—
scatter diagram—Discuss Figure 3-2 page 68

8.  Where are we now?
 Where do we want to be?
 How do we get from here to there?
 How did we do?
Where are we now?

9. Thank You