What practice involves analyzing historical employment data to forecast future hiring needs?

The practice of analyzing historical employment data to forecast future hiring needs is best defined as workforce planning. This process entails evaluating previous workforce trends, turnover rates, and business projections to determine the number and types of positions that will be required in the future.

Workforce planning helps organizations ensure they have the right personnel in place to meet business objectives, allowing HR departments to proactively address potential skill gaps or shortages. It goes beyond just hiring; it is a strategic approach to managing an organization's most valuable asset—its people.

The other options don't specifically target the forecasting of hiring needs based on historical data. Job analysis is focused more on understanding specific roles and responsibilities rather than forecasting future needs. Computer analysis relates to data processing tools but does not specifically describe the strategic forecasting aspect of workforce planning. Lastly, a recruitment strategy is more concerned with the methods used to attract candidates rather than analyzing past data to make staffing predictions.