Staffing ratios are then used to allocate total requirements to various non-key categories or groups. - Historical data on the department's workload - Number of employees in the affected department Productivity indices P= [Workload / Number of people], see if it was constant or systematic? Once this relationship is established, HR requirements can be calculated by dividing the forecasted workloads by P. Forecasting HR demands. You can then calculate the ratio as the output in units per employee hour for the entire organizational unit. - Production levels (per unit period) - Added value (output - input) - Staffing level Regression analysis Build a regression model (linear - simple or multiple - or curvilinear) to establish the correlation between staffing levels and other related data and define this relationship by an equation used for prediction later. Forecasting workload indicators helps identify HR