Scanim Case Study 1 Essays

3540 Words Jun 20th, 2013 15 Pages
Case No. 1: Scanim Call Center:

Prepared by: Richard Marx

Prepared for:

____ College – Spring 2013

Strategic Human Resources Planning


Table of Contents 2
Executive Summary and Introduction 3
Questions 4 -11
Conclusion 12
Appendix A: Demand Forecasting Techniques Implementation Plan 13

Endnotes 14
Bibliography 14


This paper, prepared by the Ontario HR Manager for Scanim, argues the company is ready to start the new Inbound Service and Warranty Claims Contract for Chrysler Corporation. Scanim management’s recognizes
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Each of three distinct scenarios generates its very own staffing table based on each forecast.
Figure 1: ISWCT Workforce Scenario Forecasts

I recommend both quantitative and qualitative forecasting techniques to achieve a more comprehensive demand forecast as well better decision making and organizational results. Regression analysis can help us proactively and successfully recruit, select, develop and train employees and deploy them at the exact time they’re needed. In addition, envelope/scenario planning can generate preplanned and flexible HR demand estimates to help us adapt to rapidly changing circumstances. This latter technique infuses our strategic HR planning process with the elements of uncertainty and change.

1b) Demand Forecasting Techniques Implementation Plan
Refer to APPENDIX A at the end of this document to locate the plan. The plan strives to achieve the optimistic scenario mentioned above that takes place five years from now where the Scanim ISWCT workforce has more than doubled.

2. Explanation of Markov Analysis

“Markov analysis forecast of a firm's future human resource supplies, using transitional probability matrices reflecting historical or expected movements of employees across jobs.”[v] Markov analysis is a non-complicated way to predict the internal supply of human resources into the future. The technique can help us identify how many of our staff will remain in their jobs at year’s end, how

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