New to Manpower Planning in Dealerships: How Do I Start and What Should I Focus On?

I have joined as Manager HR in the Service (Dealership) industry. I would like to make manpower planning for this industry. I have never done manpower planning before in my HR career.

Manpower Analysis and Planning

I would like to create a report where I can analyze excess manpower or shortages of manpower for the organization or department. Is the existing manpower being utilized correctly, or is there a lack somewhere affecting production?

Productivity and Budgeting Report

At the same time, I would like to prepare a report that shows the existing manpower and their productivity, salary, overheads, and expenses for a particular department, which will help me in the budgeting process.

We aim to forecast future manpower needs and productivity. Please help me understand the process or how I should proceed with it.

I am new to this process, but I am eager to learn and engage in this activity. Please assist me with the form, format, and the process for the same.

I am highly obliged and eagerly await your positive reply and valuable suggestions.

Thanks & Regards,
Jayashree

Workforce Planning: A Vital Component of Strategic Human Capital Management

Workforce planning is about aligning an organization's human capital—its people—with its business plan to achieve its objectives, targets, and goals on a mission-based plan. This 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, in the right place, for the right purpose, performing their roles, tasks, and assignments optimally, efficiently, productively, and effectively.

The Process Involves the Following Steps:

- Define your organization's strategic direction.

- Scan the Internal and External Environments (Internal for potential, and External for lateral hires with potential to contribute and grow).

- Determine 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 projects to ensure future workforce supply.

- Identify gaps and develop gap-closing strategies (in terms of skills and numbers).

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

Suggestions for Effective Manpower Planning

Mr. Raman and Bhaita have given you the right suggestions. In addition to these, you should also review the performance appraisals from the last year. It would be beneficial to interact with the managers of various functions to determine the specific skill sets required for optimal results. Consider the new projects at hand and the growth strategies for the company in new areas and domains.

Conducting a SWOT Analysis

Has a SWOT analysis been conducted for the company based on the previous year's performance, taking into account external and internal factors? If not, it may be a good time to conduct a SWOT analysis with the assistance of all department heads. Have the processes been clearly defined? By performing these tasks, you will be able to identify the skill set requirements at various levels and determine the training needs to enhance the competence of the current workforce.

I have conducted a Gap analysis for two or three companies, identifying process gaps, skill set gaps, and system gaps.

You can always contact me at [Phone Number Removed For Privacy Reasons].

Regards,
Sripathy, Consultant

Steps to Effective Manpower Planning

Step 1: Collect roles and responsibilities for every area.

Step 2: Analyze the collected R&R report with the help of a field expert.

Step 3: Design your organizational structure.

Time and Motion Study for Employee Productivity

What you probably require is a time and motion study to assess the productivity of each employee and determine whether they are handling the responsibilities that they should be.

In addition, you can also search on CiteHR for an HR Dashboard, which will be a comprehensive MIS including employee strength, CTC, team-wise breakup, recruitment, attrition, and so on. This will be a useful presentation to show your bosses to support your case.

Regards,
Pavan.