A Comprehensive Guide to Manpower Planning: Process And Best Practices > 자유게시판

• 목록
• 답변
• 글쓰기
• 게시판 리스트 옵션
  • 수정
  • 삭제

Manpower planning planning is among the important parts of HR management activities. Through the formula of manpower planning, business make sure an appropriate workforce schedule to sustain service operations.

As the most valuable property in a company, HR needs to fulfill the expectations and needs of the business. Otherwise, there is a high possibility that the business might stumble.

So, what is workforce planning and what are its techniques? Learn the complete evaluation in the following Mekari Talenta short article.

Manpower planning is a process of identifying, preparing, estimating, and satisfying the workforce with the right amount, time, place, and cost according to the business's requirements.

However, nowadays, the term manpower planning is not only about fulfilling labor force demand and supply.

But likewise about how companies can ensure that existing labor force can possess the abilities required by the company and identify what innovation is required to enhance the abilities of these workers.

Marcus Lemonis, an American business owner, stated, "The customer is number 2 for me ideal behind the staff member." It suggests that company needs to always put their employees welfare initially above all else.

The tactical application of workforce planning can have effects not just on HRD but on the general organization as well.

Here are some benefits that companies can acquire through excellent workforce preparation:

- Increasing organization performance as the company can approximate the quantity and types of labor force and innovation needed.
- Enabling the business to have quality workforce in line with business needs and objectives.
- Detecting problems early in the management system, especially in the HR field, together with mitigation techniques.
- Creating efficient workforce administration so that when there is staff member turnover, the company does not have vacant positions causing interruptions in the organization.
- Facilitating HR managers to make strategic choices in establishing the workforce in terms of technology, abilities, and worker fulfillment.
- Quoting Deloitte, manpower preparation can cost-effectively manage labor costs. This is because the company can budget plan the number of workers and costs precisely.
- Creating client complete satisfaction. With great workforce preparation, the company management automatically has great systems and requirements, which affect client fulfillment.

Manpower Planning Objectives

The primary goal of executing workforce planning is to guarantee the schedule of workforce according to the business's needs. This preparation process is not an activity that is done once or twice. Instead, it is a continuous process as long as the company exists.

Moreover, every 5-10 years, commercial innovation constantly changes and develops, thus business undoubtedly have to adjust.

For instance, ten years ago, cloud computing innovation or expert system (AI) were not widely known by markets. However, just recently, these technologies have actually ended up being possessions for companies to survive in the digital age.

Companies are required to meet these needs by having Human Resources or labor force capable of establishing and operating such technologies. Manpower preparation procedure is also required when a company sees new service opportunities and wishes to execute them.

Such tasks need time, cost, workforce, and innovation. If done hastily, these opportunities can develop into risks resulting in losses.

For instance, HR in your business has hired 5 workers. However, the needed innovation is not readily available yet, the task timeline is uncertain, and even the budget plan does not fulfill the job's expectations.

Here is where workforce preparation plays its function in making sure that these components are met properly according to the company's needs. Thus, business opportunities can run as anticipated.

To put it simply, another goal of workforce planning is to ensure no inequality amongst the labor force, time, location, innovation, and economy.

According to The 2022 Global Talent Shortage by ManpowerGroup, the average talent lack worldwide reached 75 percent in 2022.

The sectors most impacted consist of government, education, healthcare, innovation, manufacturing, finance, and retail.

Meanwhile, according to the World Bank report in 2018, Indonesia needs a minimum of 9 million IT employees in between 2015 and 2030.

This is also supported by data from Korn Ferry in 2017, which forecasted Indonesia would deal with an experienced labor deficit of up to 3.8 million by 2030.

If both of these circumstances happen in your business, business development rate will be considerably slower. Companies will likewise have a hard time to complete and survive, particularly in the future.

One strategy to narrow the skill gap and even enhance the company's ability to fulfill its labor force needs is through manpower preparation.

Best Practices in Manpower Planning Process

As a standard, there are 4 main steps in strategically establishing manpower planning, as follows:

Know the Company's Business Conditions and Plans

Although workforce preparation is a continuous process that runs continuously, every year the business has business strategies and assesses the existing and future conditions.

HR supervisors, in this case, should collaborate with all departments and organization units. What are the strategic plans of each service system and what funds are needed?

To get to understand your business to line up with manpower planning, a minimum of think about the list below aspects:

- The existing workforce, the number of business units there are, and the kinds of tasks presently available
- The present work culture. Does it already meet expectations for the business, workers, and clients?
- Business objective priorities both short-term and long-term
- The type of people and skills needed by each organization unit
- Also, know the growth stage of your business, whether it's start-up, development, fully grown, or decrease. This will figure out the required workforce capacity.
- Potential company dangers both existing and future ones.

Mapping the Company's Future Workforce Needs

The next action is to map the future labor force requires or . Through workforce forecasting, you can approximate the required labor force and the abilities required by these employees. Manpower forecasting itself has two techniques: internal and external.

Internal analysis consists of:

- Expert analysis involving all employees consisting of stakeholders from each department and C-level. This can be done through surveys or casual conversations.
- Workload analysis by considering the existing work culture, functions, and the abilities most required by each department or organization system.
- Workforce analysis, which involves observing the variety of employees, annual turnover rates, participation records through online applications, and employee efficiency.
- Other workforce-related analyses such as financial and service analyses.

While external analysis includes:

- Analysis of the task market trends and its influence on the business.
- Third-party analysis. Whether it's stakeholders who can supply external data or innovation providers who can support the company's manpower preparation procedure. For instance, making use of employee recruitment applications.

Develop Workforce Programs

The next step is to develop labor force programs that include recruitment procedure models, Standard Operating Procedures, and labor force positioning.

Additionally, it ought to be kept in mind that in workforce planning, the company not just focuses on getting the required workforce however also on how to keep it.

Compensation programs, working hours, absences, accessibility, and other approaches to ensure employee satisfaction with the business are essential aspects not to be ignored.

Design Workforce Development Programs

Finally, workforce development must be implemented to fulfill the business's needed skill demands. As discussed earlier, manpower preparation not just focuses on hiring new talent however likewise on establishing existing skill.

According Huawei's Future of Work: 2022 Digital Talent Insight report, there are 3 primary programs that business can carry out in workforce advancement programs:

- Leadership: Building a labor force culture in the management phase so that the existing workforce has the exact same state of mind as the business's vision.
- Upskilling and reskilling: Developing existing staff member abilities or presenting brand-new abilities to employees.
- New skilling: Providing brand-new abilities to new graduates, for example, through internship programs or external training.

Examples of Manpower Planning

Here are some research study cases that describe some cases on how workforce planning can be utilized.

Manpower Planning on Recruitment Process

Manpower preparation often used in the recruitment procedure since some businesses have factors to work with more workers. With effective workforce technique, business can determine its goal while figuring out the number of workers they require to complete some jobs.

For instance, a producing business that produces steel items for construction tasks analyses its sales number and found that the variety of clients may increase 2 times within a year. The company realizes that it doesn't have enough workers to satisfy the production numbers for the increasing client. This projection suggests the needs of hiring additional workforce to meet production quotas.

Then, they develop a plan and identify how numerous workers needed to increase production number. The company discovers that they require 20% more labor force to run the strategy and starts hiring new employees. Over two years, they can attain their objective to fulfill the need of production for their increasing customers.

Manpower Planning on Leadership

Leadership frequently stands as a vital component within a company's labor force. Effective leadership normally results in enhanced performance, the execution of brand-new policies, the cultivation of healthy workplace, and the facilitation of efficient processes.

Moreover, it is normally essential in fostering readiness for change. As a service undergoes operational shifts, proficient management can considerably assist the change process. A labor force strategy typically evaluates the existing management capacity within the service, highlighting the prospective requirement for leadership advancement.

For instance, one company focusing on personal finance consultation, carries out an analysis of its HR metrics and observes a steady decrease in employee engagement. It anticipates that only 20% of its existing staff members may stay within the next 3 years.

Recognizing the need for work environment improvement to reinforce employee relations and retention rates, it creates brand-new policies. However, it acknowledges the requirement for boosted management to successfully implement these policies and attain their goals.

Consequently, the company develops a labor force plan that integrates training and advancement efforts for its present leadership. Through involvement in management development programs, both management and senior personnel refine their management proficiencies.

Then, employees begin to position higher trust and regard in their management figures, thereby promoting a more favorable office atmosphere. As a result of the improvement in its management abilities helped with by improved workforce preparation, it observes an increase in its forecasted retention rates.

Manpower Planning Through HRIS

One strategy in performing workforce preparation is by counting on HRIS.

Through HRIS technology, you can use workforce information more quickly and adequately. This data can then be utilized to figure out the future direction of the organization, particularly in HR.

According to Gartner's report, just 12% of business efficiently use labor force information, particularly in helping business decision-making.

One service provider of HRIS in Indonesia is Mekari Talenta.

Mekari Talenta is a software application that has functions covering several HR functions such as online attendance, payroll, performance management, staff member self-service, staff member database management, and manpower planning.

With Manpower Planning (MPP) function, business no longer requires to do manual information analysis, mapping, computation, and decision of employment strategies. The allowance of manpower requirements is more transparent to avoid uncertainty and to tone down recruitment costs.