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Forecasting supply and demand for Labour

1> External Challenges-These challenges arise from three important sources
a>Economic Developments:-Liberalisation, opening up of banking sector, capital market reforms, the online trading systems have crated huge demand for finance professionals b>Political, legal, social and technical changes: The demand for certain categories of employees and skills is also influenced by changes in political, legal and social structure in an economy. Firms employing latest technology in construction, power, automobiles, software etc. have greatly enhanced the worth of technicians and engineers. C> Competition- Competition is beneficial to customers but suicidal for companies operating on thin margin, such companies have to necessarily go lean by reducing their workforce.

2> Organizational decisions: The organizations strategic plan, sales and production forecasts and
new ventures must all be taken into account in employment planning.

3>Workforce factors: Demand is modified by retirements,terminations,resignations,deaths and
leaves of absence.

4> Forecasting techniques: There are two types of techniques
a> Expert forecasts: In this method, managers estimate future human resource requirements,
using their experiences and judgments to good effect.

b> Trend analysis: HR needs can be estimated by examine past trends.

Every organization will have two major sources of supply of manpower: internal and external.

A>Internal Labor Supply- A profile of employees in terms of age,sex,
education,training,experience,joblevel,past performance and future potential should be kept ready for use whenever required. Requirements in terms of growth/diversification, internal movement of employees, transfer promotions, retirement etc. must also be assessed in advance

Staffing Table- It shows the number of employees in each job. It tries to classify employees on the
basis of age, sex, position, category, experience, qualifications, skills etc.

B> EXTERNAL LABOUR SUPPLY: When the organizations grow rapidly. additional qualifications. . and experience and career aspirations of the current employees. it has to look into outside sources.Skills inventory: A skills inventory is an assessment of the knowledge. In skill inventory data are updated in every 2 year to include changes such as new skills. abilities. To the extent an organization is able to anticipate its outside recruitment needs and looks into the possible sources of supply keeping the market trends in mind. its problem in finding the right personnel with appropriate skills at the required time would become easier. diversifies into newer areas of operations or when it is not able to find the people internally to fill the vacancies. changed job duties etc. skills.