Dear Sir/Madam,
I have joined as Manager HR in the Service (Dealership) industry. I would like to make a manpower planning for this industry. I have never done manpower planning before in my HR career.
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?
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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6I have joined as Manager HR in the Service (Dealership) industry. I would like to make a manpower planning for this industry. I have never done manpower planning before in my HR career.
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?
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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Hello, Pl help?????? waiting for guidance Regards, Jayashree
From India, Mumbai
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From India, Mumbai
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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.
From India, Hyderabad
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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.
From India, Hyderabad
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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) percentage of Revenue allocated to Manpower, and (iv) Your compensation norms, etc.
Maybe you can have a look at the 'EmpXtrack' Strategic Edition through a web search to learn further details.
From India, Delhi
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Maybe you can have a look at the 'EmpXtrack' Strategic Edition through a web search to learn further details.
From India, Delhi
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Jayashree,
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.
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 98865 18814.
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.
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 98865 18814.
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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Hi Jayashree,
In addition, you can also search on CiteHR for 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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In addition, you can also search on CiteHR for 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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Manpower Planning Form(1).xls
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HR Planning Tools.doc