Manpower Planning Need And Guidance - CiteHR
Tsk.raman
Consuting - Life Coaching
Sb_mani1980
Area Manager - Personnel
B K BHATIA
Director Of Company
Krsripathy@gmail.com
Consultant And Trainer
Jayashreeg
Service
Randstadindia
Hr Director
+1 Other

Cite.Co is a repository of information created by your industry peers and experienced seniors sharing their experience and insights.
Join Us and help by adding your inputs. Contributions From Other Members Follow Below...
Dear sir / Madam,
I have joined as Manager HR in Service (Dealership) industry. I would like to make manpower planning for this industry. I have never done manpower planning before in my hr career.
I would like to make report where I can make the analyses of excess manpower or shortage of manpower for the organization or department. The exiting manpower is utilizing correctly or lacking somewhere as per the production.
In the same time I would like to make a report where I can show the existing manpower and their productivity, salary, overheads, expenses for particular dept which help me for budgeting process.
We would like to make future forecasting of manpower & the productivity.
Pl helps me what the process or how should I carry out the process.
I am new in this process but I would like to this activity.
Pl helps me with the form, format and the process for the same.
I am highly oblige
Waiting for the positive reply and valuable suggestion.
Thanks & Regards,
Jayashree

Hello, Pl help?????? waiting for guidance Regards, Jayashree
Workforce planning, a vital component of strategic human capital management. It's about aligning an organization’s human capital — its people — with its business plan in order to achieve its objectives, targets and goals on a mission based plan. This, in other words, means ensuring that an organization currently has and will continue to have the right people with the right skills in the right job at the right time at the right place for the right purpose performing their roles, tasks assignments optimally, efficiently, productively and effectively.

The Process involves the following:

Define your organization’s strategic direction

Scan the Internal and External Environments (Internal for Potential, and External for Lateral Hire with Potential to contribute and grow)

What is the Model (Structure) in which the Current Workforce is functioning

Assess future workforce needs and project. You should be able to forecast Future Workforce Needs and Anticipate Growth Oriented Project to ensure future workforce supply

You will have to Identify gaps and develop gap-closing strategies (in terms to skills and numbers).

Implement gap-closing strategies. Evaluate the effectiveness of gap-closing strategies and revise strategies as needed.

Manpower planning is an HR function linked with strategic planning. It is based on a number of inputs, the primary ones being: (i) existing Organization Structure, (ii) Business Growth Plan (iii) %age of Revenue allocated to Manpower (iv) Your compensation norms etc....
May be you can have a look at the 'EmpXtrack' Strategic Edition, through web search, and know further details.

Jayashree,

Mr Raman and Bhaita have given you the right suggestions. Apart from these you also review the performance appraisal for the last year. Also try and interact with the managers of various functions to figure what special skill sets are required for the function to turn out 100% effective results. Factor in the new projects on hand and the growth strategies for the company, in the new ares, new domains etc.

Has a SWOT analysis been done for the company based on previous year's performance, considering the external and internal factors? If not done at all may be it's high time that a SWOT is done with the help of all head of functions. Have the process been defined? By doing all these you will end up with Skill set requirements at various levels, as also the training requirements to enhance the competence of existing human capital.

I have done a Gap analysis for 2 or 3 companies and process gaps, skill set gaps and Sysytem gaps sre identified.

You can always contact me on 98865 18814...............Sripathy, Consultant

Step 1 : Collect Rolls and responsibility for ever area Step 2 : Make analysis on collected R & R Report (With help of Field Export) Step 3 : After analysis Design your organizational structure
What you probably require is a time and motion study to look at the productivity of each employee and whether they are handling responsibilities that they should be.
Hi Jayashree,
In addition you can also search citehr for HR Dashboard which will be comprehensive MIS including employee strength,CTC,teamwise breakup,recruitment,attrition and so on.This will useful presentation to your bosses to create your case.
Regards,
Pavan.

This discussion thread is closed. If you want to continue this discussion or have a follow up question, please post it on the network.
Add the url of this thread if you want to cite this discussion.






About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service



All rights reserved @ 2020 Cite.Co™