This document discusses various tools and techniques for succession planning and demand forecasting, including: - Succession or replacement charts that identify potential candidates ready for promotion to fill executive positions. - Human resource information systems (HRIS) that contain employee data that can be searched when vacancies occur. - Transition matrices (Markov analysis) that show the movement of employees between job categories over time. - Personnel or yield ratios that calculate the number of applications, interviews, offers, etc. required to fill a specific position like cost accountant.

1. Tools and Techniques
for Demand and Supply
Forecasting
Aravind.T.S (Assist.Prof)
aravindcanon@gmail.com

2. Succession or Replacement Charts
Who has been groomed/developed and is ready
for promotion right NOW?

3. SUCCESSION PLANNING (Specimen)
REPLACEMENT CHART
FOR EXECUTIVE POSITIONS
POSITION REPLACEMENT CARDS
FOR EACH INDIVIDUAL POSITION
------------------------------------------------------------------------
POSITION
WESTERN DIVISION SALES MANAGER
DANIEL BEALER
Western Division Sales Mgr
POSSIBLE CANDIDATES
SHARON GREEN
GEORGE WEI
HARRY SHOW
TRAVIS WOOD
CURRENT POSITION
Western Oregon Sales Manager
N. California Sales Manager
Idaho/Utah Sales Manager
Seattle Area Sales Manager
Outstanding
Ready Now
PRESENT
PERFORMANCE
PROMOTION
POTENTIAL
Outstanding
Outstanding
Satisfactory
Satisfactory
Ready Now
Needs Training
Needs Training
Questionable
-------------------------------------------------------------------------

4. Human Resource Information Systems
(HRIS)
An employee database that can be searched
when vacancies occur.

5. HUMAN RESOURCE INFORMATION
SYSTEMS (HRIS)
PERSONAL DATA
Age, Gender, Dependents, Marital status, etc
EDUCATION & SKILLS
Degrees earned, Licenses, Certifications
Languages spoken, Specialty skills
Ability/knowledge to operate specific machines/equipment/software
JOB HISTORY
Job Titles held, Location in Company, Time in each position, etc.
Performance appraisals, Promotions received, Training & Development
MEMBERSHIPS & ACHIEVEMENTS
Professional Associations, Recognition and Notable accomplishments
PREFERENCES & INTERESTS
Career goals, Types of positions sought
Geographic preferences
CAPACITY FOR GROWTH
Potential for advancement, upward mobility and growth in the company

6. Transition Matrices (Markov
Analysis)
A chart that lists job categories held in one
period and shows the proportion of
employees in each of those job categories in a
future period.
It answers two questions:
1. “Where did people in each job category go?”
2. “Where did people now in each job category
come from?

7. Personnel / Yield Ratios
How much work will it take to recruit one new
accountant?

8. Specimen: Yield ratios for recruiting a
Cost Accountant
FOR EVERY 12 APPLICATIONS RECEIVED, ONLY 1 LOOKS PROMISING
ENOUGH TO INVITE FOR AN INTERVIEW
OF EVERY 5 PERSONS INTERVIEWED, ONLY 1 IS ACTUALLY OFFERED A
POSITION IN THE ORGANIZATION
OF EVERY 3 JOB OFFERS MADE, ONLY 2 ACCEPT THE POSITION
OF EVERY 10 NEW WORKERS WHO BEGIN THE TRAINING PROGRAM, ONLY 9
SUCCESSFULLY COMPLETE THE PROGRAM
THUS:
100 APPLICATIONS MUST BE RECEIVED, so that
8.33 JOB INTERVIEWS CAN BE HELD, so that
1.67 JOB OFFERS CAN BE MADE, and
1.11 PEOPLE MUST BE TRAINED, so that we get
ONE NEW COST ACCOUNTANT!!!