PGDM II SEMESTER

Session 2022-23

PGDM 202– Human Resource Management

Case Study 2

Date of Assignment:18th January 2023 Date of Submission: 28th January 2023

Submitted to: Submitted by:

Prof. Dr. Swati Bhatia ATUL PRAKASH
ABS/PGDM/22/073
 Unique Airlines: Human Resource Planning Case

Question 1. What is your assessment of the development in Unique Airlines?

Answer:
I think the unique airways is very large and good airways, and also their HR policies and department doing good
work, as their strategy and practices are good, the company has an excellent work culture and developed a high level
of commitment and involvement in its workforce. It won several awards for its distinct HR practices, all goes in a
good way but problem arise when they recruit foreign employees, as they are too much expensive than Indian, so
when airways are in loss then it gets difficult to pay their big salary and other allowances bill so this is not heir good
decisions occurs.

Question 2. Do you agree with the view of the management that the panel misguided it?
Answer:
No I don't agree because all the things happen in front of everyone so no one misguided anyone, and everyone is too
big that no one misguide anyone, when all things happen that time all management team were present and they also
agree with this decision of the domestic labour market conditions were difficult for jobs like pilots and
maintenance engineers due to a vibrant and booming economy. Alternatively, the company could exercise
the options of employing foreign pilots and maintenance engineers.

Question 3. If you were to be the panel member, what would be your recommendation?
Answer:
I can recommend that an organization should use a combination of techniques to accurately forecast their human
resource demand and supply. Each method has its own advantages and limitations and by using multiple techniques,
the organization can cross-verify and have a more comprehensive understanding of their workforce situation.

For example, for Human resource demand forecasting, a combination of time series analysis, workforce modelling,
and Delphi method can be used to get a better understanding of future workforce needs. For Human resource supply
forecasting, a combination of job vacancy data analysis, labour market analysis, and employee engagement survey can
be used to predict future workforce supply.

Additionally, it is important to regularly review and update the forecasting methods used, as the workforce and labour
market can change rapidly and it is crucial to keep up with the current trends

Question 4. What demand forecasting techniques should be taken into study and practice by the organization?
Answer:
There are several techniques that can be used for human resource demand forecasting, including:
 1. Time series analysis: This method involves analysing historical data to identify trends and patterns that can
be used to predict future demand.

2. Regression analysis: This technique uses statistical methods to identify relationships between variables, such
as the relationship between the number of employees and the amount of revenue generated.

3. Workforce modelling: This approach involves simulating different scenarios to forecast the future workforce
needs.

4. Delphi method: This method is a group decision-making technique in which a panel of experts provide their
predictions which are then anonymously compiled and summarized.

5. Intuition or judgmental forecasting: This method relies on the experience and knowledge of managers or
other key personnel to make predictions about future demand.

It is important to note that no single method is best for all situations, so organizations may need to use a
combination of techniques to accurately forecast their human resource needs.

Question 5. What supply forecasting techniques should be taken into study and practice by the organization?

Answer:
There are several techniques that can be used for human resource supply forecasting, including:

1. Job vacancy data analysis: This method involves analysing historical data on job vacancies and job
applications to identify trends and patterns that can be used to predict future supply.

2. Employee turnover analysis: This technique involves analysing the rate at which employees are leaving an
organization and predicting future turnover based on historical data.

3. Labour market analysis: This approach involves analysing data on the overall labour market, such as the
unemployment rate, to predict future supply of workers.

4. Workforce analytics: This method uses data and analytics to identify potential workforce supply and demand
trends, such as the retirement rate of employees, to predict future supply.

5. Employee engagement survey: This method involves surveying current employees to identify their plans for
the future, such as whether they plan to stay with the organization or leave in the near future