To do the manpower planning, you need to do the time and motion studies. But before that you need to identify various processes and understand what is the standard time taken to execute the process. Later you need to divide the process into various tasks and you need to measure how much time is taken for the execution of the task.
In addition to this, you need to identify the various measures of performance. You need to identify to attain certain target, how much manpower is required. Above all, you need to take into account the customer satisfaction also. Reduction in manpower should not result into reduction in customer satisfaction.
The subject comes up for discussion time and again. You may refer my comments on the past posts. The links are as below:
This is mammoth task. For this it is better to hire a consultant.
19th July 2018 From India, Bangalore
As mentioned by you, you were assigned to take care of
1. Manpower planning (Task A)
2. Recruitment evaluation (Task B)
3. Framing new policies and SOPís (Task C)
I would suggest you to have an easy way to address all the above tasks in the following order Ė
1. Draft SOPís for all process (in all departments) <<(Task C)>>
a. Devise Time Ė motion study for all process
b. Work on preparing competency / skill matrix;
c. Prepare Job analysis <<preparatory work for (Task A)>>
i. Job Description
ii. And Job Specification for all positions
iii. Try to record all the KRAís << this will help you in Performance Evaluation>>
2. Work on finalizing Manpower intend (for upcoming quarter / Half year etc.) <<(Task A)>>
a. Arrive on Manpower planning
3. After the new candidates are recruited / inducted
a. Analyse the recruitment efficiency <<(Task B)>>
As you were very new to this company, try to get yourselves much interacting with all the functional departments. If the company where you have joined is a new start-up, then you can have the advantage to get a friendly move with all the department heads.
In the other case if the company is already an established one, try to form a cross functional team (with experts / representatives from all the functional teams). Get inputs from each department to document the Standard Operating Procedures for all process in each department. SOPís cannot be drafted within a single stroke as it is a continuous process where new advancements / creative ideas and elimination of all non Ė value adding elements needs regular updation. While the SOPís for critical process are drafted fairly, you can move on to the next task of time motion study. Exploring in this area, you can decide on the skill matrix for each jobs. This will assist your recruitment team in sourcing talents. Once the new hires are inducted, trained and placed on the job, then you can evaluate the efficiency of your recruitment.
More over all the above tasks are inter dependent and go hand in hand.
Please donít oversee the above roadmap as an exhaustive one. You will start exploring many new tasks as you ponder over.
Best wishes in all your tasks,
24th July 2018 From India, Tiruchengode