Human resources professionals often face problems on maximizing employee efficiency. Proper planning and scheduling is essential to meet the company’s needs. Continue reading to learn more:
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What is Workforce Planning?
Workforce planning is a set of procedures that an organization can implement to maintain the most efficient employee/management team possible, maximizing profits and ensuring long-term success. Workforce planning falls into two broad categories: operational and strategic. Source: SearchFinancialApplications.TechTarget
Strategic workforce planning: usually covers a three to five year forecast period, aligned to business needs and outcomes. It focuses on identifying the workforce implications, current, transition and future of business strategic objects and includes scenario planning.
Operational workforce planning: usually covers the next 12–18 months and should align with the timeframe of the business planning cycle. It is the process and systems applied to gathering, analyzing and reporting on workforce planning strategy. Source: Wikipedia
Smoothing out business cycles
You can smooth out the cycles by developing processes that ramp up and down your talent inventory and work effectively during both good times and lean times.
- No delays: Ensuring that the company can meet production goals by employing the right number of people.
- The right skills: Ultimately increasing product-development speed because the company has the brightest people with the right skills to take products through to their launch–on time.
- Employee development: The ability to ramp up rapidly on new projects because the company has prepared and trained internal talent to meet the project needs.
Identifying problems early. If you have a smoke-detector system in place to notify managers before a talent fire gets out of hand, it will be much easier to minimize the potential damage. HR should develop a system of “alerts” to warn managers of minor problems (that they can rectify with little effort) before they turn into major problems.
- Preventing problems. Having to fix problems is expensive and painful. A superior approach is to prevent problems from ever occurring.
- Lower turnover rates: Employees are continually groomed for new opportunities that fit their career interests and capabilities. They transition easily and rapidly to them.
- Low labor cost: The capability is developed to rapidly reduce labor costs without the need for large-scale layoffs of permanent employees.
- No layoffs: Avoiding the need for layoffs by managing head count ensures that the company won’t have a “surplus” of talent. Source: WorkForce