人力资源管理3(双语).pptVIP

* * * * * * Supply analysis seeks to determine whether there are sufficient numbers and types of employees available to staff anticipated openings. Supply analysis encompasses both internal and external sources: Internal Labor Supply. Several tools are used to evaluate internal labor supply: Staffing Tables. These are pictorial representations of all organizational jobs, number of current employees in those jobs, and future needs. Markov Analysis. This shows the percentage of employees who remain in each job from one year to the next and the proportions of those who are promoted, demoted, or transferred, or who exit the organization. Skills Inventories. These index employees’ education, past work experience, vocational interests, abilities and skills, compensation history, and job tenure. Replacement Charts. This is a list of current jobholders and possible replacements should openings occur. Succession Planning. This is the process of identifying, developing, and tracking key individuals for top-level positions. External Labor Supply. Many factors influence labor supply, including demographic changes in the population, national and regional economics, education level of the work force, demand for specific employee skills, population mobility, and governmental policies. * * * * * * * * * An Executive Replacement Chart Management Replacement Chart Showing Development Needs of Future Divisional Vice President Markov analysis（马可夫分析法） Method for tracking the pattern of employee movements through various jobs. Hypothetical Markov Analysis for a Retail Company Forecasting Labor Supply Beginning Inventory 125 - Quits 5 - Retirements 2 - Demotions Out 1 Total 117 + Transfers In 3 + Promotions In 2 Forecasted Internal Supply 122 Forecasting Supply of Employees: External Labor Supply Factors Influencing the External Labor Supply: Demographic changes in the population National and regional ec