Project 2 - Supply and Demand Gap Analysis

Project 2 - Supply and Demand Gap Analysis

Human Resources

Aim

The main aim of HRM is to ensure the right people with the right skills for the right job position in an organization.

Introduction

Human resources (HR) is the set of people who make up the workforce of an organization, business sector, industry, or economy. A narrower concept is human capital, the knowledge and skills which the individual’s command. Similar terms include manpower, labor, personnel, associates or simply: people.

Problem Statement

A problem statement is used: To significantly clarify the current situation by specifically identifying the problem and its severity, location, and financial impact. To convince management to provide resources to solve the problem and enlist team members to assist you.

• Attracting top talent
• Change management
• Reskilling and upskilling
• Building digital dexterity
• Managing diversity

Methodology

It is the process of planning and implementing the movement of employees into, within or out of the company in order to achieve the correct number of workers with relevant skills needed for the company to achieve its objectives.

The objectives of Human Resource Planning are the following:

• Deciding Goals: Human Resource Planning helps to achieve individual and organizational goals
• Evaluating future organizational structure and human resource requirements
• Auditing Human Resources on a constant basis in order to prevent overstaffing and understaffing
• Undertaking Job Analysis through analyzing the descriptions and responsibilities of specific jobs in order to hire the most suitable candidate for the position.

Analysis

• First table for Department or salary.
• Table of employee name, position and their salary.
• Map of employee states by they belong.
• Bar chart of position and salary scale.
• Slicer For filtering table, graph and map by male or female.
• Analyze employee working days who termed and hire date.
• Pai chart for employee martial status.
• Table for how many employee assigned which manager.
• Button using interaction (use Ctrl + click or visualization)
• First graph for Recruitment courses what kind of source manager use and how much.
• Second for performance manager Performance score and count of projects.
• Managing report, How many employee satisfied with manager, manager count project and absences.

Insight:
In conclusion, we can take a look at the Reports for further Analysis.
We analyzed the data according to the Information or format.

Recommendations

• We analyze how many departments and how many employee in which department.
• Analyze Salary scale by department or position.
• Visualize working status, hired date, working days, absence.
• We check what sources used and by which manager or Resource.
• We analyze employee by there personal details(Gender, Age, Address) we filtered by these.

Conclusion

As a human resource specialist, you are primarily in charge of the employee experience with the company. In an age where there is access to so much information, workers have become increasingly savvy and self-educated, this means that they will have expectations and requirements based on what they have researched. If they are unrealistic about an outcome, manage their expectations by introducing the likely and realistic resolution.

From the recruitment process to the termination of an employee, the HR representative is a valuable asset to every operation. Seek ways to operate with maximum diplomacy, and work as an advocate for the members of the staff that are an honest representation of matters that concern one or more members of the workforce.