Forecasting Demand and Supply.......pptx

Forecasting Demand and Supply

1. Forecasting Demand and Supply Forecasting demand in a school district involves determining future personnel needs based on factors such as student enrollments, budget constraints, turnover, new technology, service quality upgrades, and minority hiring goals. The demand for the organization's product or service is paramount. Forecasting supply in a school involves determining the availability of personnel from internal and external sources. Factors considered include promotions, training, labor market availability, competition, population trends, and college enrollment trends in the required field. A human resource audit is a systematic inventory of existing personnel qualifications, used to monitor internal sources of employees to fill projected vacancies within an organization.

2. Figure 15-2 shows, the superintendent can see where she stands with respect to future staff actions . The superintendent's successor is probably the assistant superintendent for instruction. This person has a successor, the director of elementary education, ready for promotion. Subordinates to the director of elementary education are two principals who are promotable now, three who will be ready for promotion in one or two years, two who are not promotable, and one who should be dismissed.

3. The other subordinate to the assistant superintendent of instruction, the director of secondary education, is satisfactory but not promotable. That person has two principals who are promotable now, one who will be promotable with further training, and one who is satisfactory but not promotable. The assistant superintendent of business requires further training before being ready for promotion. Here is a person who knows the job of business management extremely well but lacks training in other aspects of the superintendency , such as curriculum development, personnel administration, public relations. Some of the accountants reporting to the assistant superintendent of business are promotable now, while others either are non promotable or require additional training before being ready for promotion .

4. The assistant superintendent of personnel, while occupying a very specialized function, is promotable now. Subordinates to that person occupy such specialized jobs that, although performing these roles satisfactorily, they require additional training before being ready for promotion to assistant superintendent of personnel. The assistant superintendent of research and development was a newly created position in this hypothetical school district. Because of the specialized nature of the position, that person requires considerable training before being ready for promotion. Subordinates to that position are designated similarly. Figure 15-2 provides valuable insights for school administrators, identifying future needs, potential, and weaknesses in administrative staff. This data aids in immediate promotions, training, and dismissal, and staffing specialists analyze labor markets for vacancies.

5. Thankyou for listening  Reporter: Brien Jhon D. Bisnar