D.D. Williamson’s prioritizing process started off not good but once they realized their mistakes they were able to sit down and rethink their prioritizing process. As mentioned, “We took three years and two iterations of our prioritization process to finally settle on an approach that dramatically increased our success rate on critical projects (now called VIPs, or “Vision Impact Projects”). ( Kloppenborg, Nkomo, Fottler, McAfee, 2012) Even though it took them a minimum of three years they realized their mistakes and were able to overcome their negatives results and turn those results into a negative. Not all projects will be successful or even start off successful, but D.D. …show more content…
Forecasting for labor will show a demand for specific jobs within the company and the type of skills needed. “After identifying the relevant job categories or skills, the planner investigates the likely demand for each. The planner must forecast whether the need for people with the necessary skills and experience will increase or decrease.” (pg. 125)
Another way HR department will need to do a trend analysis to predict the future labor and demands of the company. The labor supply is the next step in forecasting. This determines the various jobs and skills in the company to base the number employees needed if you have employees that will retire, promoted, transfer and terminated.
Finally goal setting and strategic planning and implementing the strategies and evaluating the outcomes. When you set goals and plan strategically this will also determine your surplus and shortage. This also measures the organizations core competencies as well. This plan is very critical because you have to plan for downsizing, pay increases and/or reductions that might come from promotions or terminations. You also need to provide training for the staff which can be costly within as well. Companies such as Apple® will want their employees to be trained effectively so they will not encounter a lost when they are looking to provide a surplus.
The last step is implementing and evaluating the HR plan. This stage is to actively put the work into