Workforce Planning

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Workforce planning is a core process of HR management that is shaped by the organizational strategy and ensure the right number of workers with the right skills, in the right place at the right time in order to deliver organizational objectives (CIPD, cited in Armstrong 2012). There are two types of workforce planning
  1. Hard workforce planning: Hard workforce planning or operational workforce planning is about numbers. Workforce planning doing by using historical data.
  2. Soft Workplace planning: Also known as strategic workforce planning. Organization can evaluate a range of options to identify and maximize the drivers of performance by using quantitative and qualitative data (BizMerlinHR, 2019).

The Importance of Workforce Planning

Source: YouTube (Gregg Learning, 2019)

Workforce planning at Siemens (UK)


Workforce planning at Siemens (UK) involves finding answers to the following questions.
  • What do we do?
  • What do we want?
  • How do we fill the gap?
The key objective of workforce planning in Siemens is to ensure that company has the right level of capability to execute business strategy. The workforce planning process starts with the current workforce plane review. It is doing by an internal ERP system called SAP. Future workforce requirements identified by conduct discussion with business unit managers. Recruitment strategy may vary based on the gap (Armstrong, 2012).

Shell's Journey into Integrated Strategic Workforce Planning

Source: YouTube (HR Leaders, 2019)

The workforce planning process at ABC company.

As a first step HR manager analyzing organizational objectives in order to cover it to HR objective. After that future workforce needs forecast base on corporate and functional plans, future activity levels, and future needs for human resources in the company. To avoid overstaffing and understaffing, the HR department assessing current human resource stock and skill inventory is the main tool for that. Once the HR gap is identified, action plans are developed to bridge the gaps. Companies always try to fill workforce deficit by training and development.

References

Armstrong, M., 2012. Armstrong's handbook of human resource management practice. 12 ed. New Delhi: Kogan Page.

BizMerlinHR, 2019. BizMerlinHR. [Online]
Available at: https://www.bizmerlin.com/why-data-is-a-must-for-workforce-planning/ [Accessed 17 6 2020].

Gregg Learning, 2019. YouTube. [Online]
Available at: https://www.youtube.com/watch?v=NV2427Fk9C4 [Accessed 17 6 2020]. 

HR Leaders, 2019. YouTube. [Online]
Available at: https://www.youtube.com/watch?v=d9PsDQa3-jQ [Accessed 17 6 2020].

Comments

  1. SamanthaJune 21, 2020 at 6:47 AM

    The author has clearly and nicely described how to plan the workforce and some company’s strategy for planning workforce. Organizational success depends on having the right employees with the right competencies at the right time. Workforce planning provides managers the means of identifying the competencies needed in the workforce not only in the present, but also in the future and then selecting and developing that workforce.

    ReplyDelete
  2. MBA_19June 21, 2020 at 4:41 PM

    The author has clearly described how to plan the workforce and some company’s strategy for planning workforce.
    Organizational success depends on having the right employees with the good skill at the right time. Workforce planning provides managers the means of identifying the competencies needed in the workforce not only in the present, but also in the future and then selecting and developing that workforce

    ReplyDelete

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