Systematic Human Resource Planning Ensures

A qualification matrix creates significant benefits for human resource planning in times of economic turbulence, which are characterized by alternating highs and lows, comes to a central role of the human resource planning in companies. Any change in a company almost inevitably has implications for manpower. In addition, qualified staff is increasingly scarce and it often happens that jobs remain vacant longer. The human resource planning includes determining future staffing requirements through planning of target employees and the development of job profiles. In terms of the planning horizon, long-term, medium-term or short-term planning are distinguished in the human resource planning.

From a long-term planning is spoken usually only from a period of more than three years. Planning results of long-term planning should be doing relatively preliminary, because the assumptions are almost always change over time. As medium-term plans between one and three years are referred to. Also in this case it is still comparatively rough planning. The short-term planning refers to a period of up to one year. This planning horizon is often included in a quantitative and qualitative planning, which can be broken down to individual point down. \”\” The staffing is divided into the forms quantitatively \”and high\”, which carry out synchronous however are in entrepreneurial practice. Quantitative personnel requirements to determine the number of persons by age and sex, which are required for the fulfilment of tasks at a certain date and for a certain duration.

The quantitative human resource planning can be either past-oriented or forward-looking. The past-oriented approach based on statistical empirical values and will assume that they are transferred to the future development can be. Methods of this approach are such as trend extrapolation, regression and correlation calculations, or economic Models. The future-oriented approach uses expert interviews, the Delphi method, or even the scenario technique. The objective of the qualitative human resource planning is to determine the knowledge, abilities and skills, the staff in the future short, must have the medium – or long-term planning horizon up to a.