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Staffing Forecasting and Planning

    
 

Staffing Forecasting and Planning
By Jean M. Phillips and Stanley M. Gully

2009, 65 pages, Paperback
ISBN: 978-1-586-44158-6
SHRMStore Item #61.14506

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The PDF version e-book is available through Independent Publishers Group and the Kindle version through Amazon.

As explored in Staffing Forecasting and Planning, workforce planning is the foundation of strategic staffing because it identifies and addresses current and future challenges to a firm's ability to get the right talent in the right place at the right time. It may be generally understood but rarely acted upon that forecasting and planning can increase an organization's ability to improve its capabilities, reduce its costs, and survive any economic environment. Talent and its acquisition are investments, not costs. By enabling the firm to acquire and retain the talent it will need to execute its business strategy, staffing planning is essential to a firm's ultimate strategic execution and financial performance. Staffing forecasting and planning ensures that the right talent will be in place at the right time, and enhances the return on the firm's investment in its talent.

This other titles in the Staffing Strategically Series are

  • Assessing External Job Candidates
  • Assessing Internal Job Candidates
  • The Legal Context of Staffing
  • Staffing to Support Business Strategy
 

 About the Authors

 

Jean M. Phillips, Ph.D., is an associate professor of HR management at the School of Management and Labor Relations, Rutgers University. She is also the co-author of the college textbooks Managing Now! (2007) and Strategic Staffing (2008), and consults in the areas of recruiting and staffing, linking employee surveys to organizational outcomes, and team effectiveness.

Stanley M. Gully, Ph.D., is an associate professor of HR management at the School of Management and Labor Relations, Rutgers University. He is the co-author of Strategic Staffing (2008) and consults in the areas of recruiting and staffing, employee engagement, team effectiveness, and organizational learning interventions.

 

 Table of Contents

 

Introduction

The Workforce Planning Process

Forecasting Labor Demand

Forecasting Labor Supply

Resolving Gaps between Labor Supply and Labor Demand

Staffing Planning

Summary



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