HR-MEASUREMENT & FORECASTING
Why is it important to use measurements in the HRM planning process? What aspects of the plan's success rely heavily on measurements? Why? What tools and resources do you use when you create measurements?
What role does forecasting play in the strategic planning process? What are some aspects of forecasting you must consider in your plan? Why? Do you believe forecasting is reliable? Why or why not? What might an alternative approach or method be?