Input–output analysis for organizational human resources management

Input–output models, based on the structure of the production processes of an economy, have been extensively used to analyze economic problems. In this paper it is shown that these models based not on the characteristics of production processes but on those of organizational structure of a firm can be specified and used to analyze problems of interest to private sector managers. Specifically, these models make it possible to forecast the personnel requirements for each component generated by changes in external factors influencing a firm, such as, changes in the demand for its outputs, the supply of the inputs it uses, the government regulations that affect its activities, etc. The method presented and the results obtained are of interest to researchers in the theory of organization, to managers in general, and particularly to personnel managers.