What does forecasting aim to predict regarding human resources?

Forecasting in the context of human resources is fundamentally concerned with predicting the supply and demand for labor. This involves analyzing various factors such as organizational growth, market trends, and economic conditions to anticipate the future needs for employees in terms of both quantity and skill set. By effectively forecasting labor demand, organizations can ensure they have the right number of employees with the appropriate skills, thus aligning workforce capabilities with strategic goals.

The focus on forecasting labor supply and demand is crucial for effective workforce planning, allowing organizations to proactively manage recruitment, retention, and development strategies. This ensures that they have the personnel necessary to meet operational demands and can adapt to changes in the marketplace.

While other options may relate to human resources in some capacity, they do not capture the primary objective of forecasting which is to understand and predict labor market dynamics. Employee salaries and bonuses, performance and productivity, and training needs are important aspects of human resources management but are generally outcomes or components influenced by successful forecasting rather than the focal point of the forecasting process itself.