Manpower forecasting is a process of calculating how many employees will be needed in the future, and how many will

actually be available. Human Resource managers play an important role in order for an effective manpower forecasting. It is essential for successful manpower forecasting that the Human Resource manager must be very clear and up-to-date about the organisation's objectives. Some of the actions that a hr manager can take in order for an effective manpower forecasting is, manpower forecasting, include demographic transaction forecasting, human migration forecasting and multi-industry employment projections as well as forecasting trends in the education landscape. By looking at the broader human resources picture in a business's region, the business can then react to those trends and take action.

In order for an effective manpower forecasting, hr manager must do a manpower planning.

Manpower Planning which is also called as Human Resource Planning consists of putting right number of people, right kind of people at the right place, right time, doing the right things for which they are suited for the achievement of goals of the organization. Before a manager makes forecast of future manpower, the

current manpower status has to be analysed. He has to take note of type of organization, number of department, number and quantity of such department. Once these factors are registered by a manager, he goes for the future forecasting. Secondly, we need to measure forecast accuracy if we wish to improve. Measurements are used to make improvements to the specific forecast as well as to the demand planning process. In
order to examine the accuracy of forecasts generated, forecasters generally devise a measure of the forecasting

Demographic transition forecasting is one method human resources professionals can use to predict future changes to both the company's existing workforce and the broader pool of local workers from which the company has to draw. Several key indicators relate to demographic transition forecasting. The best place to start is by examining local birth records, which can indicate a changing trend in the population's age distribution, signaling potential problems to observers. One such problem in present-day North America is the retirement of the baby boomer generation, a temporary population explosion. While that minor population boom may seem inconsequential to business, the consequences 45 to 55 years down the line, when workers are looking to retire, begins to crystallize as an HR crunch while the human resource departments struggle to quickly replace the large wave of retirees. Another key factor to observe during demographic transition forecasting is the human migration factor; for example, in a city where key industries fail, families will choose to move out of the region looking for work in the long term, and in the short term this will create high unemployment rates. The collapse of a key industry means a competitive low-wage labor market in favor of any business that can fill the hiring gap. Statistics relating to human migration, which can be used for forecasting, are often tied to government census data. Municipal government libraries are a good place to start since they tend to take censuses more frequently than higher levels of government. A company that steps in during the early stages of an employment crisis in the region stands to gain a number of workers happy to participate in the company at a lower wage rate; however, waiting too long will see the same city reduced to a ghost town.

Education trend forecasting is of particular importance to companies that employ skilled workers with either technical certifications or university degrees. Education trend forecasting requires a narrow data sample because, to stay accurate, education trend forecasts can only extend approximately five years into the future due to the enrollment choices of active students. Course enrollment statistics offered by postsecondary institutions are useful in a business context for determining whether a region is producing skilled workers of the type necessary to conduct that particular business operation. In a region where a company requires skilled workers who are currently in training, the business can do one or both of the following: increase the wage of the skilled job position to the point where students specifically train for the job or partner with local post-secondary education institutions to make a concerted effort at boosting enrollment in a particular field.

Multi-industry employment projections are a valuable service human resources departments or agencies can offer by observing the bigger picture trends in the economy over the local and national levels. A car manufacturer may find itself severely impacted when its local steel producer of choice can no longer meet production requirements. In some cases industrial employment changes are inevitable, particularly in resource extraction industries where the resource is finite and reaches depletion. By watching reports from the Bureau of Labor Statistics, local chambers of commerce and government agencies, businesses can detect entropic tendencies in the local economy early and react to them by changing their business model or creating contingency plans. Read more: Four Forecasting Techniques Beneficial in Forecasting for a Human Service Organization | eHow.com http://www.ehow.com/info_8766420_fourforecasting-human-service-organization.html#ixzz1wnh3EGsv
Read more: Four Forecasting Techniques Beneficial in Forecasting for a Human Service Organization | eHow.com http://www.ehow.com/info_8766420_four-forecasting-human-serviceorganization.html#ixzz1wngzbnxU Read more: Four Forecasting Techniques Beneficial in Forecasting for a Human Service Organization | eHow.com http://www.ehow.com/info_8766420_four-forecasting-human-serviceorganization.html#ixzz1wngsp3ba Read more: Four Forecasting Techniques Beneficial in Forecasting for a Human Service Organization | eHow.com http://www.ehow.com/info_8766420_four-forecasting-human-serviceorganization.html#ixzz1wngknlt3

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