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Organizations carry out workforce or manpower planning to forecast the requirement of human resources in order to perform various tasks smoothly over a period of time. Based on the workforce planning data, Head Count is adjusted proactively either by adding or removing staff in identified areas through transfers, postings, hiring and separations.
The overall process is quite complex and require extensive work from professionals who specialized in this area. However in simple terms, overall organization's work is measured and translated in to head counts based on the predetermined work standards and identified changes in future processes. This projected head count is compared with current head count and overall staff shortage/surplus is identified. Normally all concerned departments are consulted before finalizing the strategy to obtain their buy in. Once finalized and approved by the BOD, it is implemented and staff strength is adjusted accordingly.
It is known as systematic identification and analysis of the organization requirements in terms of the size, type, experience, knowledge, skills and quality of workforce to gain its fulfillment objectives. The process of workforce focuses on identifying the workforce implications, current, transition and future of business strategic objects and includes scenario planning.
