This document discusses various techniques for forecasting human resource supply, including trend analysis, competency modeling, replacement charts, staffing tables, succession planning, and Markov analysis. Trend analysis involves identifying patterns in historical data that could impact future supply. Competency modeling identifies the ideal future workforce based on an organization's strategy and mission. Replacement charts estimate vacancies that could be filled through internal movement. Staffing tables represent current and future job requirements. Succession planning grooms successors for management roles. Markov analysis predicts internal employee movement between jobs, promotions, transfers, and exits. In conclusion, human resource forecasting is about estimating future demand for and supply of human resources.

1. SUPPLY FORECASTING
TECHNIQUE
Name – Rohanjaiswal
Roll no: Bwu/Bba/16/042
Sub code: bba 403

2. Supply forecasting
• Human Resource supply forecasting is the
process of estimating availability of human
resource followed after demandfor
testing of human resource.

3. Supply Forecasting Techniques
• Trend analysis
• Competency model
• Replacement Charts
• Staffing table
• Succession Planning
• Markov Analysis

4. Trend analysis
Trend analysis involves collecting and
evaluating data to identify patternsof
information that might impact the future.

5. Competency Model
A future-oriented model that first
reviews competencies that are aligned with an
organization’s mission, vision, and
strategy, and then aims to identify an ideal
workforce in terms of these competencies .

6. Replacement chart
• A
• A chart used to estimate vacancies in
higher level jobsand identify how potential
HR supply can fill these vacancies via
internal movementsfrom lower levels
jobs .

7. Staffing table
Staffing tables are graphic
representations of all organizational jobs,
along with the numbers of employees currently
occupying those jobs and future employment
requirements, which can be derived from
demand forecasts.

8. Succession Planning
Succession planning is a longer-term process of
grooming a successor (selected from a
pool of candidates on the basis of perceived
competency) for management or critical
positions.

9. Markov analysis
Analysis that helps to predict internal
employee movement from one year to
another by identifying percentages of
employees who remain in their jobs, get
promoted or demoted, transfer, and exit out of
the organization

10. conclusion
• Human resource forecasting is all about
estimatingthe future demand and supply
of human resources in an organization.

11. Thank you !
&
have a nice day !