What are the main methods for quantitatively forecasting personnel needs when formulating recruitment plans?

The main methods of human resource demand forecasting include subjective judgment and quantitative forecasting.

The subjective judgment method is a bottom-up method for leaders at all levels of the organization to determine the personnel they need in the future based on their personal experience and intuition. The quantitative forecasting method is to use various mathematical models to make quantitative calculations on the future development trend of the market based on relatively complete historical statistical data in the past, and to obtain forecast results.

Extended information:

Notes:

1. Decisions to improve product or service quality or enter the credit market based on human resource demand forecasting stages will be made It affects the need for characteristics such as the capabilities of new personnel and existing personnel in the enterprise. At this time, only quantitative analysis is not enough.

2. The improvement of production technology level and improvement of management methods will reduce the demand for personnel, which is difficult to reflect in quantitative analysis.

3. The financial resources that an enterprise can control in the future will not only restrict the number of new employees, but also the quality of new employees, because financial resources restrict the salary level of employees.

Baidu Encyclopedia-Human Resources Demand Forecast