HR Planning at M&KRead the case on pp $159-160$ of the textbook or case $1$ after CH$6$ if you use an e$-$book.Fill in table $1.$$1\mathrm{.}1.$ In Current staffing put the workforce compliment from table $1.$$1\mathrm{.}2.$ Estimate the change for each level based on the information provided in items $2($SVP and VP$),$$3($directors$,$ senior managers, managers, associates and assistants for $3$ new offices$),$ and $4($implementation of the new IT system$).$Please consider that increase in productivity for assistants means you need to plan staff reduction for assistants.Use brackets for estimated decrease, e$.$g$.$ for $3$ positions to be outsources use $\text{'}(3)\text{'}.$$1\mathrm{.}3.$ Calculate Total HR Demand: Total demand $=$ Current staffing $+$ Total changes$1\mathrm{.}4.$ Fill in losses and calculate total losses.$1\mathrm{.}5.$ Calculate Total HR Supply: Total supply$=$ Current staffing $-$ Total losses$1\mathrm{.}6.$ Forecast the number of vacancies:$1\mathrm{.}7.,$ Positions to be filled $=$ Total HR Demand $-$ Total HR SupplyFill in tables $2$ and $3-$ external supply table for external hiring considering two options:Internal hiring onlyMixture of internal and external hiring as described in item $7b$ of the case.Please consider at this stage of planning that internal promotions possible only from the previous level of positions $($e$.$g$.,$ from level $4$ to level $5).$This means that to calculate Outflows for the level you need to add 'positions to be filled' for this level and 'promotions into the level' for the next hier level.Please also consider that 'internal hiring only' means that you promote all the internal candidates vou have available, but need to hire externaly for all the rest of vacances.Table $1$See sample in table $6\mathrm{.}2$ p$.153$TotalTable $2$ External Hiring if exclusively promote from within $($see sample table $6\mathrm{.}4,$ p$\mathrm{.}154)$ 

Human Resources Planning HR Planning at M&K Read the case on pp 159-160 of the textbook or case 1 after CH6 if you use an e-book. Table 1 2. 1. Fill in table 1. 1.1. In Current staffing put the workforce compliment from table 1. 1.2. Estimate the change for each level based on the information provided in items 2 (SVP and VP), 3 (directors, senior managers, managers, associates and assistants for 3 new offices), and 4 (implementation of the new IT system). Please consider that increase in productivity for assistants means you need to plan staff reduction for assistants. Use brackets for estimated decrease, e.g. for 3 positions to be outsources use '(3)".|| Calculate Total HR Demand: Total demand = Current staffing + Total changes Fill in losses and calculate total losses. 1.3. 1.4. 1.5. Calculate Total HR Supply: Total supply Current staffing - Total losses 1.6. Forecast the number of vacancies: 1.7. Positions to be filled Total HR Demand - Total HR Supply Fill in tables 2 and 3 - external supply table for external hiring considering two options: Internal hiring only Mixture of internal and external hiring as described in item 7b of the case. Please consider at this stage of planning that internal promotions possible only from the previous level of positions (e.g., from level 4 to level 5). This means that to calculate Outflows for the level you need to add 'positions to be filled' for this level and promotions into the level' for the next hier level. Please also consider that 'internal hiring only' means that you promote all the internal candidates you have available, but need to hire externaly for all the rest of vacances. See sample in table 6.2 p.153 Changes in needs Level Current staffing 1 CEO 2 EVP 3 SVP 4 VP 5 Director 6 Sr. Manager 7 Manager 8 Associate 9 Assistant Total Table 2 External Hiring if exclusively promote from within (see sample table 6.4, p.154) Level 1 CEO 2 EVP 3 SVP 4 VP 5 Director 6 Sr. Manager Dismissals Losses Retirements Total losses Total demand Total supply= = Current Current staffing+ staffing - Total changes Total losses Positions to be filled