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Hr Planning Case 2

In: Business and Management

Submitted By scorrs
Words 567
Pages 3
Clipper Products
Forecasting is a process of predicting or estimating the future based on past and present data. Forecasting provides information about the potential future events and their consequences for the organisation. It may not reduce the complications and uncertainty of the future. However, it increases the confidence of the management to make important decisions. Forecasting is the basis of premising. Forecasting uses many statistical techniques. Therefore, it is also called a Statistical Analysis.
In this case for Clipper Products it was noted that the organization has decided to not renew their Service Contracts when they expire within the next year however they will continue to support the contracts until expiry. Upon my calculations, to summarize, at 6 months there will be 6 Account Managers, 188 cleaners and 11 supervisors. Clipper Products has decided to not renew 30 of 50 contracts that are due to expire. The contracts have been reduced by 60 % therefore the workforce should be reduced by 60 % based on the metrics required to fill each contract. A hiring freeze has been invoked at this time as we know now we have an HR Surplus. An HR Surplus is when my internal workforce exceeds the required demand required. A surplus requires downsizing efforts by the organization in order to maintain the established budget. The strategy will consist of invoking a hiring freeze, natural attrition, reducing hours and shifts, layoffs and lastly termination with severance packages. Natural attrition is the process of reducing the workforce to decline naturally due to the normal pattern of human resource supply losses associated with retirement, death, voluntary turnover etc. At 1 year, I anticipate the remaining staff to consist of 2 account managers, 75 cleaners, and 5 supervisors. As we know at this time the remaining staff will be terminated. Below I have provided my calculations for the service contracts Clipper Product will continue to manage in the next year.
Position Staff level for 50 contracts First 6 months @ 50
Contracts therefore at 6 months I will have Proposed Staff
@ 20 contracts@ 6 months reduction of 60% of workforce Remaining @ 1 year with 0 contracts
Account Manager

5

Turnover Rate 20% 5 x (20 %) = 1

Therefore 5+1= 6 AM required for first 6 months. Therefore at 6 months I will have

6 Account Managers 50 contracts / #of Acc Man (5) = 10 therefore
10 contracts per acct manager = 2 Account Managers, then add 20% turnover rate (.4) =2.4 therefore = 2 account managers remain after 6 months 2 Account Managers

as the turnover rate doesn’t dictate I require any further hires
Cleaners

150

Turnover Rate 25% 150 x 25% = 37.5

Therefore 188 cleaners required to maintain 50 contracts for the first 6 months therefore I will have 188 cleaners at 6 months

188 x 60% = 113 to be terminated/reduced after 6 months

150 emps / # of contracts (50) = 3 employees per contract therefore
3 x 20 = 60 employees for 20 contracts plus 25 % =75 after 1 year 75 employees

60 x 25% = 15 plus 60 employees leaves me with 75 employees at 1 year

Supervisors

10

Turnover Rate 10% 10 x 10% = 1

Therefore 11 supervisors required for first 6 months 150 employees/# of supervisors
150/10 = 15 employees per supervisor 60/15 = 4
4 x turnover rate (10%) =
4 - .4 = 4.4 therefore 75 employees / 15 employees per supervisor = 4 therefore 4 supervisors remain at 1 year…...

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