Measuring Workforce Planning

7/31/2019 Measuring Workforce Planning

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MEASURING WORKFORCE

PLANNING

PRIYANKA SINGH

A 32


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Before actually quantifying the human resource we need to do Planning called

as Workforce Planning.

Why do we Plan?Because planning is the first formal input in the process of human talent

acquisition. People can be acquired but not human talent, so we require

planning.

Planning is determined by the value of the

organizations management.

Author says that he happen to must a computer company president who toldhim that there was no need to plan. He said we stay very close to IBM and

whatever way go we try to follow.


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Planning is determined by values of

organization managementSome way in a fast moving market planning has several values;

1) Prepare data that asist management in making decisions about future

directions

2) Supply pertinent information about most likely future scenario reduces

uncertainty and risk.

Planners have a talent that is unique among HR

professionals1) A planner can be a catalyst. For example, HR is becoming more business

oriented. HR learned how many invoices cold be processes per person perday. She showed the order processing manager how many people would

be needed to handle the in creased sale.

2) Planner can be a co-ordinater. Planners task is to bring people together

from stafing, training, career development organization development to

create a model of effective management.


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Linking HR and Business PlanningHR planning cannot be linked directly to tangible business outcomes.

If we look at the average HR workforce plan, then that plan will not show the

value added by HR . But a through plan reduces variability & therefore

risk. It helps management avoid cost, optimize productivity and beat

competition to market.

The way to connect HR planning with business results is to start with strategicvision and business initiatives of the organisation.

Example: Executives will typically set annual targets for productivity, quality

and service that will help organization become more competitive and hence

gain market share.

HR Plan will tell how many and which types of skills are needed to meet orexceed targets.


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Profiling and ProjectingProfiling and projecting are the part of planning.

Since no one is capable of predicting future events, therefore it is not fair tobecome the planner for the unforeseeable.

Planning does two things;

1) It profiles the current state of the employee population.

2) It projects future needs or conditions regarding that population.

Since it is difficult to measure the effectiveness of projection, it might be better

to look to profiling for evaluation purposes.

Forecasting through uncertaintyForecasting increases an organizations options and reduces the penalties

incurred because of inappropriate actions.

The future is not known, because of unpredictability, it is difficult for staffing

manager to plan.


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Question: Given the uncertainty, how does a

staffing department prepare it self to respond

promptly to the demands made on it?

Answer: Selecting the variables that are most affected by changes in the

recruiting demand.

The most common variables in requisition inventory.

The workload after recruiters and their assistants (expressed by the number of

requisitions they handle)

Requisition inventories are like orders. They come in, they are filled and they

go out.

Staffing can track the no. of requisitions opened each month and the level of

requisitions at the end of the each month.

Requisition Rate = NR/ (TR/M) = 27/ 215 = 12.6%

NR = New requisition added during the month

TR/M = Total requisition open at the beginning of the month

Documents

Measuring Workforce Planning