National Bank and Trust Company: Human Resource Needs

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The national bank and trust company is growing gradually; hence, needs a human resource needs forecast that will help management in planning well for future growth and development. As such, the paper aims at forecasting the selected human resource needs over the next three years for the former branches, main office, as well as the new branches. These needs include establishing employee turnover, the number of new employees required, as well as the total number of employees that will be serving within the bank as of the end of each of the next three years (Breaugh, 2009). The forecasting procedures are as established within the following paragraphs.

Table 2.1 Present Staffing.

Total Employees	1,100
Number of Branches	50
Supervisors per Branch	4
Number of Supervisors	200
Tellers per Branch	10
Number of Tellers	500
Branch Employees	700
Main Office Employees	400

Table 2.1 gives the present staffing of the national bank and trust company, which forms the basis for all forecasting done for the organization. On the other hand, table 2.2 gives the employee turnover as at the end of the next three years, calculated as shown below.

Employee Turnover Calculations

Former Branches: 50no.

	Turnover (S – 20%; T- 30%)	Replacement
Year 1	Supervisors = 20% x 200 = 40 Tellers = 30% x 500 = 150	40 supervisors 150 tellers
Year 2	Supervisors = 20% x 200 = 40 Tellers = 30% x 470 = 141	40 supervisors 141 tellers
Year 3	Supervisors = 20% x 200 = 40 Tellers = 30% x 470 = 141	40 supervisors 141 tellers

Main Office: 1no.

	Turnover (10% per year)	Replacement
Year 1	Employee = 10% x 400 = 40	40 employees
Year 2	Employee = 10% x 400 = 40	40 employees
Year 3	Employee = 10% x 400 = 40	40 employees

New Branches: 38no.

	New Branches	Turnover (S – 20%; T- 30%)	Replacement
Year 1	Supervisors 5 x 4 = 20 Tellers = 5 x 10 = 50	Supervisors = 20% x 20 = 4 Tellers = 30% x 50 = 15	4 supervisors 15 tellers
Year 2	Supervisors 16 x 4 = 64 Tellers = 16 x 10 = 160	Supervisors = 20% x 64 = 13 Tellers = 30% x 160 = 48	13 supervisors 48 tellers
Year 3	Supervisors 30 x 4 =120 Tellers = 30 x 10 = 300	Supervisors = 20% x 120 = 24 Tellers = 30% x 300 = 90	24 supervisors 90 tellers
		Employees to hire
Year 1	Supervisors Tellers	10×4 10×10	40 100
Year 2	Supervisors Tellers	12×4 12×10	48 120
Year 3	Supervisors Tellers	16×4 16×10	64 160

As shown from the above calculations, the following data was obtained for all the identified human resource needs.

Table 2.2 Employee Turnover.

Employee Category	Year 1	Year 2	Year 3
Former Branch Supervisors	40	40	40
Former Branch Tellers	150	141	141
Main Office	40	40	40
New Branch Supervisors	4	13	24
New Branch Tellers	15	48	90

Table 2.3 Number of Employees to be hired.

Employee Category	Year 1	Year 2	Year 3
Former Branch Supervisors	40	40	40
Former Branch Tellers	120	141	141
Main Office	40	40	40
New Branch Supervisors	40	48	64
New Branch Tellers	100	120	160
Totals	340

Table 2.4 Year-End Employment.

Employee Category	Year 1	Year 2	Year 3
Former Branch Supervisors	200	200	200
Former Branch Tellers	500	470	470
Main Office	400	400	400
New Branch Supervisors	40	48	64
New Branch Tellers	100	120	160
Totals	1240	1238	1294

From the forecast data, it has been established that 1240, 1238, and 1294 people will be working for national bank and trust company for the year 1, year 2, and year 3 respectively.

Reference

Breaugh, J. (2009). Recruiting and Attracting Talent: A Guide to Understanding and Managing the Recruitment Process. Alexandria, VA: SHRM Foundation.

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National Bank and Trust Company: Human Resource Needs

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