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Human Resource Planning as a Strategic Function: Biases in Forecasting Judgement

Human Resource Planning as a Strategic Function: Biases in Forecasting Judgement

Jatinder Kumar Jha, Manjari Singh
Copyright: © 2017 |Volume: 8 |Issue: 3 |Pages: 12
ISSN: 1947-8569|EISSN: 1947-8577|EISBN13: 9781522512899|DOI: 10.4018/IJSDS.2017070106
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MLA

Jha, Jatinder Kumar, and Manjari Singh. "Human Resource Planning as a Strategic Function: Biases in Forecasting Judgement." IJSDS vol.8, no.3 2017: pp.120-131. http://doi.org/10.4018/IJSDS.2017070106

APA

Jha, J. K. & Singh, M. (2017). Human Resource Planning as a Strategic Function: Biases in Forecasting Judgement. International Journal of Strategic Decision Sciences (IJSDS), 8(3), 120-131. http://doi.org/10.4018/IJSDS.2017070106

Chicago

Jha, Jatinder Kumar, and Manjari Singh. "Human Resource Planning as a Strategic Function: Biases in Forecasting Judgement," International Journal of Strategic Decision Sciences (IJSDS) 8, no.3: 120-131. http://doi.org/10.4018/IJSDS.2017070106

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Abstract

This paper explores the strategic importance of human resource (HR) planning and the various techniques employed by organizations to attract talent and thus to gain a competitive edge. In this paper, the authors have tried to explore the various biases that come into play when supervisors forecast for human resources. Backed by research, the paper recommends the integration of line managers with HR managers and their participations in strategic planning to enable the HR managers to gain valuable insights for HR planning. The paper further suggests that though biases cannot be ruled out completely but they can be controlled by providing relevant training to the HR and line managers to forecast dynamics. Further, the judgement of the line managers could be complemented with other forecasting techniques to make the process more reliable.

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