In some organizations, many documents and processes are created to create jobs for excess personnel. How the Operations Manager could address this issue?

The impact on staffing should be defined (or at least discussed) whenever changes to business plans are being considered(whether near-term or longer-term). Others call the process “strategic workforce planning,” but to me, “strategic staffing” emphasizes the longer term, business orientation of the process. By any name, this effort typically includes:•Defining the number (staffing levels) and types (capabilities) of employees who will be needed at a particular point in the future to implement plans effectively(often including how that staff should be organized and deployed);• Identifying the staffing resources that are currently available;•Projecting the “supply” of talent that will be available at that point in the future for which requirements have been defined (e.g., factoring in the effects of turnover,retirements, planned movement, etc.);• Identifying differences between anticipated demand and forecasted supply; and•Developing and implementing staffing plans/actions needed to close talent gaps and eliminate surpluses.These basic elements are, of course, quite typical of any strategic staffing or workforce planning process,

In some Govt. organization or even in some private organizations, you may find that two very interrelated jobs or sequential jobs that could be easily done by one person but two people are doing the job. This is simply wastage to time and resources. 

Similarly, you may find that there are two closely related template or form that need to be filled up and submitted to two officers, which could have been easily simplified to one template or one form and submitted to one officer for decision/approval. 

This is, in other words could be termed as work simplification or Business Process Re-engineering. The Operations Manager need to analyze the jobs and processes very critically and need to come up with a proposal and sell the proposal to management and employees for implementation. There will be some employee resistance but the Operation Manager with support from Management need to convince the employees and implement the same for benefit of the organization

Thank you for invitation. No idea on this subject.

Thank you for invitation. Pardon me, I have no expertise on that field.