You are on page 1of 6

MEASURING WORKFORCE PLANNING

PRIYANKA SINGH A 32

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 told him that there was no need to plan. He said we stay very close to IBM and whatever way go we try to follow.

Planning is determined by values of organization management


Some 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 professionals


1) A planner can be a catalyst. For example, HR is becoming more business oriented. HR learned how many invoices cold be processes per person per day. 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.

Linking HR and Business Planning


HR 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 strategic vision 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 or exceed targets.

Profiling and Projecting


Profiling and projecting are the part of planning. Since no one is capable of predicting future events, therefore it is not fair to become 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 uncertainty


Forecasting 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.

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

You might also like