Determine the number of reserve personnel, optimize the personnel structure, and improve performance targets

It is a bottom-up method for managers at all levels of an enterprise to determine the personnel needed in the future based on their own work experience and intuitive considerations about the increase or decrease in the enterprise's future business volume. It is suitable for: short-term forecasting; qualitative forecasting methods

It is a method in which experienced experts rely on their own knowledge, experience and analytical judgment capabilities to make intuitive judgments and predictions about the company's human resource needs.

Experienced experts include: grassroots managers or experienced employees, middle and senior managers (either internal or external to the company), which belongs to the qualitative forecasting method

Based on historical data, a forecasting method that converts the company's future business activities into human resource needs

The core of forecasting: ① Find out the business increment and human resources increment of the enterprise; ②The proportion of enterprise main personnel and auxiliary personnel

The personnel verification method is a static method, mostly used for short-term human resource ownership forecasts.

Mainly to estimate the possible inflow and outflow of personnel for a certain position [Applicable] Supply forecast for managers and engineering technicians

Staff inflow: people who can be promoted and new hires

Personnel outflow: personnel promoted, retired, resigned, dismissed, demoted

Formula: Internal human resource supply for a certain position = number of current employees ＋Number of personnel promoted to this position＋Number of personnel recruited -Number of personnel promoted/demoted to other positions -Number of retired personnel -Number of resigned personnel

A method used to predict the distribution of various types of personnel at time points with time intervals (such as one year) [Scope of application] It is a widely used quantitative prediction method

[Basic idea] Find out the pattern of personnel changes between two positions or positions in the company in the past, and use this to infer the personnel status of these positions or positions in the company in the future.