Qualitative methods of HR demand forecasting involve the use of

subjective judgments, expert opinions, and qualitative data to

estimate the future human resource requirements of an
organization. These methods rely on qualitative information rather
than statistical or quantitative data. Shanghai Food Corporation can
consider several qualitative methods for HR demand forecasting,
including the following:

1. Expert Opinion: Expert opinion involves gathering insights and

perspectives from individuals who possess in-depth knowledge
and experience in the eld. The company can consult HR
managers, department heads, and senior executives to
understand their views on future HR requirements. These
experts can provide valuable insights into industry trends,
changes in technology, market conditions, and organizational
goals that may impact the demand for human resources.
2. Delphi Technique: The Delphi technique involves collecting
and analyzing opinions from a panel of experts anonymously.
The experts provide their forecasts individually, and the results
are compiled and shared with the group. The process
continues iteratively until a consensus is reached. Shanghai
Food Corporation can employ the Delphi technique to obtain
unbiased and independent judgments from a diverse group of
experts regarding the future HR demand.
3. Scenario Planning: Scenario planning involves developing
multiple future scenarios based on different sets of
assumptions. The company can identify various potential
scenarios such as rapid expansion, market downturn, or
technological advancements and assess how each scenario
would impact its HR requirements. By considering a range of
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 possible outcomes, Shanghai Food Corporation can better
prepare for different contingencies and make informed
decisions about its HR planning.
4. Workforce Analytics: Workforce analytics leverages data and
statistical analysis to understand historical trends, patterns,
and correlations in HR data. By examining historical HR data,
such as turnover rates, employee productivity, and growth
patterns, the company can identify potential future trends and
estimate future HR demand. This approach can help Shanghai
Food Corporation make data-driven decisions and identify
areas where additional human resources may be required.
5. Managerial Judgment: Managerial judgment involves using the
experience and insights of managers and supervisors to
estimate HR requirements. Managers can provide input based
on their knowledge of the organization's operations, current
workloads, upcoming projects, and potential changes in the
business environment. Their judgment can be valuable in
estimating the demand for speci c skills and roles within the
company.
6. Benchmarking: Benchmarking involves comparing the HR
practices and requirements of similar organizations or industry
leaders. Shanghai Food Corporation can analyze the human
resource practices of other successful food corporations to
understand their staf ng levels, employee ratios, and HR
strategies. This can provide insights into the expected HR
demand and help the company align its HR planning with
industry standards.
7. Market Research: Market research involves gathering data
about the external labor market to assess the availability of
skilled professionals and potential challenges in recruiting and
retaining talent. The company can conduct surveys, analyze
industry reports, and engage with recruitment agencies to gain
insights into labor market trends, such as skill shortages or
emerging job roles. This information can guide the company's
HR demand forecasting and recruitment strategies.
It is important for Shanghai Food Corporation to use a combination
of these qualitative methods to ensure comprehensive and accurate
HR demand forecasting. Each method provides a unique
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perspective and can contribute valuable insights for strategic
decision-making regarding human resource planning. By leveraging
qualitative methods alongside quantitative techniques, the company
can develop a well-rounded understanding of its future HR
requirements and align its workforce with its business objectives.
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