PRESENTATION ON

STOCK TAKING &

WORK FORCE FLOW
MAPPING

Submitted by
Manpreet
STOCK TAKING
 It is also called “HUMAN RESOURCE
INVENTORY”.
 Human Resources Inventory is an inventory of
skills of human resources currently employed
in the organization. It tells management
what individual employees can do. The
profile of the human resource inventory can
provide information for identifying current or
future threats to the organization's ability to
perform .
PROCESS OF HUMAN RESOURCE
INVENTORY
 Determination of personnel whose inventory
is to be prepared.
 Cataloguing of factual information of each
individual.
 Systematic and detailed appraisal of these
individuals.
 Detailed study of those individuals who have
potential for development
OBJECTIVES OF STOCK TAKING
 Forecasting manpower requirements.

 Identifying deficiencies in individual .

 Determining optimum use of available

potential.

 It helps in identifying any short fall &

surplus.
TYPES OF HUMAN RESOURCE
INVENTORY
 Quantitative

 Qualitative
QUANTITATIVE INVENTORY
In skills inventory , following type of
information is included:
 Employee’s personal data
 Skills- education, job experience, training,
etc.
 Special achievements, if any
 Salary and job history
 Length of service
MANAGEMENT
INVENTORY/QUALITATIVE
Management inventory includes the following
information:
 Personal data
 Work history
 Strengths and weaknesses
 Career plan
 Promotion potential
 Any special achievements, if any
WORK FORCE FLOW MAPPING
 An organization can be considered as a
system of flows- both inflows and outflows of
various resources. Based on this concept, a
flow model of human resources has been
developed which is known as “MARKOV
CHAIN ANALYSIS MODEL”.
 The basic assumption of this model is that in
a system, there are inflows and outflows of
personnel during a period.
IN THE MODEL THE FORECAST OF HUMAN
RESOURCE SUPPLY PROCEEDS AS
FOLLOWS:
 Determination of the period in which HR
flows are measured.
 Establishment of categories, to individual
can be assigned.
 Counting of annual flows of individuals
among states for several time periods; a
state may be absorbing or non-absorbing.
 Estimating the probability of transitions from
one state to another based on the past
trend; personnel supply is equivalent to non-
transition.
Hypothetical Markov Analysis for a Retail
Company