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I do it according to the business plan.
Manpower planning should be done based on strengths of people or talent pool which you have. As per specialities which they have experience and we have confident can bring value.
Planning as Mohammed said above with given time for doing tasks and rating on efficiency based on given work /task.
Budgeting also will be one important aspect as if in case its software related project manhours should be taken to consideration surely for each project taken up.
Strategies and plans if in case one fails one as back up so that there is no failures such measures should be taken to be efficent work force.
Plans selection of staffAnd in terms of the number of jobs requiredAnd evaluating the performance of staff and other
determine current and future human resource (HR) needs, a five step approach
can be employed. Such steps include the following: determining business goals,
undertaking environmental scans (including a workforce analysis, as well as
internal and external scans), conducting gap analyses, setting HR priorities, and measuring,
monitoring, and reporting on progress. The information and approach contained in this document
is supplementary to the workforce planning guidelines prepared in the Fall of2006 by the Public Service
Secretariat.These two documents should be used together to develop a HR / workforce
plan.
The primary focus of this document is to describe the steps involved in linking and
aligning HR planning / workforce planning todepartmental strategic / business planning.
Establishing HR priorities to help achieve business goals and measuring, monitoring and
reporting on progress will be critical.
Be based on the strategic plan of the organization and its potential
It is based on the business plan, and the budget allocated for manpower recruitment and selection.
I need a roadmap to see what resources are needed to achieve whats planned. In addition I need the budget to see how much there is space for new recruits. Been doing it on high level in a42000 person organization, so my planning hasn't been very detailed.
1. Organization objectives for coming year.
2. HR will send Employee requisition Forms to Head of Department/Snr. Managers
3. HR will send and received training needs linked to the goals.
4. Firstly set a current employee budged as available employee list.
5. Secondly set budget for approved employee requisition forms.
6. Thirdly set a budget as per approved % of increment for coming year.
Note: Do not forget to add Insurance and ticket cost per head + dependant if any.
So you will have clear image of additional cost and figures to commencing year.
i will conduct manpower planning matching with the company policy
Are planning for the workforce study of several factors such as the nature of the activities of the company (production, services ...) as well as the size of the investment environment and the target
