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Human resources training case: human demand forecast of a construction company

发布时间:2019-09-20 18:09:47 点击量: Source: Global Online School Release time: 2019-09-20 18:09:47 Clicks: share it:

Case: Forecast of manpower demand of a construction company

Rapid demand forecasting in a stable external environment

A construction company is a medium-cost state-owned construction enterprise in Guangdong Province. The company's management is basically local Guangzhou, with a relatively high cultural level. As front-line construction workers, most of them came from farmers in the former urban-rural junction in the suburbs of Guangzhou (with the expansion of the city, they also became "citizens").

With the continuous deepening of China's reform and opening up, China's economy is showing vitality and various industries are developing day by day. As the leader of the Chinese economy, Guangdong's economy has also shown unprecedented development momentum. The construction industry is a sudden rise and has developed rapidly. Under this great situation, the company seized the development opportunity tightly and undertaken many large-scale construction projects, and gradually became the vanguard of Guangdong construction enterprises.

However, with the continuous development of the company, the company's leadership found that front-line workers at the construction site began to be tight, and sometimes took overtime and overtime work, which was far from meeting the development needs. To meet the staffing requirements, the company's personnel department hastily recruited a large number of new employees from other parts of Guangdong and throughout the country. In order to cope with the intensive employment needs, the personnel department had to reduce the recruitment standards, which greatly reduced the quality of staffing. In addition, the structure of recruiters is also not reasonable, such as too many employees who are single or relocatable, and the employees are older. Many employees often act as foremen after only one or two months of work. The personnel department has only recruited an employee to replace the previous employee for only a few months, and has to recruit new replacements. In order to recruit the right people, the personnel department is often exhausted.

To this end, the company hired relevant experts to conduct a survey to find the cause of the staff shortage, and proposed ways to solve this problem and eliminate its impact on the organization.

Expert surveys show that the company's previous demand for employees was in an unplanned state, and recruitment was basically not difficult before the suburbs became urban areas. With the increasing expansion of cities, the number of migrant workers in the suburbs is also shrinking. It was a thing of the past to find emergency workers in a few days.

Therefore, the company decided to consider addressing staff shortages as part of its strategy.

With the help of experts, in view of the company's own characteristics and the stable development of the macroeconomic situation, the company decided to use the trend forecasting method and established a forecast for the entire factory staff to use the least square method to obtain the trend line. Estimate the number of employees required in the future.

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