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
From India, Mumbai
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6Manpower 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
From India, Mumbai
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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.
From India, Hyderabad
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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.
From India, Hyderabad
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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
From India, Mysore
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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
From India, Mysore
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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
From India, Madras
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From India, Madras
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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.
From India, Chennai
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From India, Chennai
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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.
From India, Mumbai
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Regards,
Pavan.
From India, Mumbai
Acknowledge(1)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Manpower Planning Form(1).xls
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HR Planning Tools.doc