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The implementation of the "talent enterprises," the core strategy to enhance the Corporation of sustainable competitive advantage, to ensure the goal of building a world-class company.
Manpower Planning has grown in importance over the years to be seen as having a direct correlation in the longer-term ability of International Business to compete globally. As a key business requirement, organizations must have clear processes, in order to devise and deliver the Manpower Planning strategy.
Strategic/organizational analysis methods depend on the particular organization. A list of data sources is available for determining training and HRD needs. Manpower planning begins with an analysis. It entails assessing the current status of the manpower within the organization. The analysis is done by taking an inventory of the skills, competencies and abilities of all personnel in the organization. It also entails accounting for the number of departments and the sizes of these departments within the organization. The analysis helps the human resource (HR) managers to make informed forecasts about the human resource needs of the organizations. The next is making the future projections. This is done through employee brainstorming and input from experts, such as human resource management consultants. Strategy development entails establishing programs to facilitate in the actual implementation of the results of the gap analysis. Thus, HR managers develop training programs to impart skills needed by the employees for better performance. The managers also develop strategies on how to restructure the departments, how to recruit the most competent personnel, and how to outsource various services or skills to cut costs. Through monitoring and continuous improvement of these strategies, an organization can efficiently manage its human resources. Strategy development entails establishing programs to facilitate in the actual implementation of the results of the gap analysis. Thus, HR managers develop training programs to impart skills needed by the employees for better performance. The managers also develop strategies on how to restructure the departments, how to recruit the most competent personnel, and how to outsource various services or skills to cut costs.
Through monitoring and continuous improvement of these strategies, an organization can efficiently manage its human resources.
The firm’s constant endeavor to ensure that it has:
a)The right number of people,
b)The right kind of people,
c)At the right places, &
d)At the right time, doing work for which they are economically most useful.
It is the most imperative task to handle as the right deployment leads to the right success of organizational goal attainment. MRP is concerned with the determination of the size and composition of Significance of strategic workforce plan
·What makes workforce plan very critical is the possible negative repercussions that excess and under recruitment can lead to. It is people who build the organization, consequently any mismatch in employee-related statistics, whether in terms of number, skill set or core competencies may upset the whole organization dynamics and its objectives.
·The employee head count has direct impact on cost but indirect impact is far more sensitive. Workforce planning has a direct link with employee development, multi-skilling and succession planning.
·An organization must forecast its business and expansion strategy correctly and also have its workforce planning in place. There are various management approaches in use for determining either shortage or surplus.
·Apart from forecasting, an organization’s capability to sustain the current business and to grab the new business makes a big difference.
·For example, a pharmaceutical company should consider factors like current business needs, future plans, growth areas, addition/deletion of business, and change in technology, attrition trends and talent availability in the market to ensure that they recruit the right amount of workforce.
Source: Oasis executive search and management consultancy
The manpower planning has maintained its imperatives for several reasons:
(i)a growing awareness of the need to look into the future,
(ii)a desire to exercise control over as many variables as possible which influence business success or failure,
(iii)The development of techniques which make such planning possible.
It does pose a great challenge to the HR managers, as the job market is becoming tight with the scare availability of the workforce. It is a big challenge to make the right talent available at the time of requirements. Companies are pro-actively creating the benches and training the workforce to equip themselves for the future yet the innovations are yet to be made which are supposed to satisfy all the constituents of the society.
