commit 42161e935d9bd8770120c7c982fd5f0e272ebcb7 Author: ernestinecespe Date: Tue Jun 24 16:50:31 2025 +0000 Add 'A Comprehensive Guide to Manpower Planning: Process And Best Practices' diff --git a/A-Comprehensive-Guide-to-Manpower-Planning%3A-Process-And-Best-Practices.md b/A-Comprehensive-Guide-to-Manpower-Planning%3A-Process-And-Best-Practices.md new file mode 100644 index 0000000..b5c3d5a --- /dev/null +++ b/A-Comprehensive-Guide-to-Manpower-Planning%3A-Process-And-Best-Practices.md @@ -0,0 +1,83 @@ +
Manpower planning preparation is among the important parts of HR management activities. Through the formula of manpower preparation, companies make sure an appropriate labor force availability to sustain business operations.
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As the most important possession in a company, HR needs to fulfill the expectations and requirements of the business. Otherwise, there is a high possibility that the company could stumble.
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So, what is manpower preparation and what are its methods? Find out the complete review in the following Mekari Talenta post.
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Manpower planning is a process of recognizing, preparing, estimating, and satisfying the workforce with the best quantity, time, location, and expense according to the business's requirements.
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However, nowadays, the term workforce preparation is not only about satisfying labor force demand and supply.
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But likewise about how business can ensure that existing labor force can have the abilities needed by the business and identify what innovation is needed to optimize the skills of these staff members.
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Marcus Lemonis, an American business owner, said, "The consumer is number 2 for me best behind the employee." It suggests that business must always put their employees well-being initially above all else.
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The strategic application of workforce planning can have effects not just on HRD but on the total company too.
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Here are some benefits that business can obtain through excellent manpower planning:
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- Increasing service productivity as the company can estimate the amount and types of workforce and innovation needed. +- Enabling the company to have quality labor force in line with business requirements and objectives. +- Detecting problems early in the management system, particularly in the HR field, together with mitigation strategies. +- Creating efficient workforce administration so that when there is worker turnover, the company does not have vacant positions triggering interruptions in the company. +- Facilitating HR supervisors to make tactical decisions in developing the workforce in regards to innovation, skills, and employee complete satisfaction. +- Quoting Deloitte, manpower preparation can cost-effectively manage labor costs. This is because the business can budget the variety of workers and expenses precisely. +- Creating client fulfillment. With good workforce preparation, the company management immediately has good systems and requirements, which impact customer complete satisfaction.
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Manpower Planning Objectives
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The main goal of executing manpower preparation is to ensure the accessibility of workforce according to the business's needs. This preparation process is not an activity that is done when or twice. Instead, it is a constant procedure as long as the company exists.
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Moreover, every 5-10 years, commercial innovation constantly changes and progresses, therefore business undoubtedly have to adapt.
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For instance, ten years earlier, cloud computing technology or expert system (AI) were not widely known by industries. However, recently, these technologies have become assets for companies to endure in the digital age.
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are needed to satisfy these needs by having Human Resources or workforce efficient in establishing and operating such technologies. Manpower planning procedure is also needed when a company sees new company opportunities and wishes to execute them.
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Such tasks require time, cost, workforce, and innovation. If done quickly, these chances can become hazards resulting in losses.
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For example, HR in your company has recruited 5 employees. However, the needed technology is not offered yet, the job timeline is unclear, and even the budget does not satisfy the project's expectations.
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Here is where manpower planning plays its role in ensuring that these aspects are met properly according to the company's requirements. Thus, the organization opportunities can run as anticipated.
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To put it simply, another goal of workforce planning is to ensure no inequality amongst the labor force, time, place, technology, and economy.
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According to The 2022 Global Talent Shortage by ManpowerGroup, the average talent lack worldwide reached 75 percent in 2022.
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The sectors most affected include government, education, health care, technology, manufacturing, finance, and retail.
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Meanwhile, according to the World Bank report in 2018, Indonesia requires at least 9 million IT workers in between 2015 and 2030.
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This is likewise supported by data from Korn Ferry in 2017, which forecasted Indonesia would deal with a skilled labor deficit of as much as 3.8 million by 2030.
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If both of these situations occur in your business, the organization development rate will be significantly slower. Companies will also struggle to contend and survive, specifically in the future.
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One technique to narrow the skill gap or even boost the company's ability to fulfill its labor force needs is through workforce planning.
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Best Practices in Manpower Planning Process
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As a standard, there are 4 main actions in strategically establishing manpower planning, as follows:
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Know the Company's Business Conditions and Plans
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Although manpower preparation is an ongoing process that runs continuously, every year the company has organization plans and assesses the current and future conditions.
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HR managers, in this case, should collaborate with all departments and business units. What are the tactical strategies of each organization system and what funds are needed?
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To get to understand your company to line up with workforce planning, at least consider the list below aspects:
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- The existing workforce, how numerous service units there are, and the kinds of tasks presently readily available +- The current work culture. Does it currently satisfy expectations for the business, workers, and customers? +- Business objective concerns both short-term and long-term +- The kind of individuals and skills required by each organization unit +- Also, know the development phase of your company, whether it's startup, growth, mature, or decline. This will determine the needed workforce capacity. +- Potential organization risks both existing and future ones.
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Mapping the Company's Future Workforce Needs
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The next step is to map the future workforce needs or manpower forecasting. Through manpower forecasting, you can approximate the required labor force and the abilities needed by these employees. Manpower forecasting itself has 2 approaches: internal and external.
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Internal analysis consists of:
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- Expert analysis involving all workers including stakeholders from each department and C-level. This can be done through surveys or casual conversations. +- Workload analysis by considering the existing work culture, functions, and the abilities most required by each department or service system. +- Workforce analysis, which includes observing the variety of employees, yearly turnover rates, attendance records through online applications, and worker performance. +- Other workforce-related analyses such as financial and service analyses.
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While external analysis includes:
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- Analysis of the job market patterns and its influence on the company. +- Third-party analysis. Whether it's stakeholders who can provide external information or technology suppliers who can support the business's workforce planning procedure. For example, the use of worker [recruitment](https://www.execafrica.com/) applications.
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Develop Workforce Programs
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The next step is to establish workforce programs which consist of recruitment process models, Standard Operating Procedures, and workforce positioning.
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Additionally, it ought to be noted that in workforce preparation, the company not just concentrates on getting the needed labor force but also on how to keep it.
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Compensation programs, working hours, absences, ease of access, and other approaches to make sure staff member satisfaction with the business are important aspects not to be overlooked.
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Design Workforce Development Programs
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Finally, workforce advancement ought to be carried out to fulfill the company's needed ability demands. As mentioned earlier, manpower planning not only focuses on hiring brand-new skill but likewise on establishing existing skill.
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According Huawei's Future of Work: 2022 Digital Talent Insight report, there are 3 main programs that business can carry out in labor force advancement programs:
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- Leadership: Building a workforce culture in the management stage so that the existing labor force has the very same frame of mind as the company's vision. +- Upskilling and reskilling: Developing existing employee abilities or presenting brand-new skills to staff members. +- New skilling: Providing brand-new skills to brand-new graduates, for example, through internship programs or external training.
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Examples of Manpower Planning
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Here are some study cases that discuss some cases on how manpower planning can be utilized.
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Manpower Planning on [Recruitment](https://www.execafrica.com/about-us/) Process
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Manpower planning often utilized in the [recruitment](https://www.execafrica.com/cv-writing/) procedure given that some businesses have reasons to employ more workers. With effective workforce method, company can identify its goal while identifying the number of employees they need to finish some jobs.
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For instance, a producing business that produces steel items for construction jobs analyses its sales number and discovered that the number of clients might increase two times within a year. The business recognizes that it does not have enough employees to meet the production numbers for the increasing consumer. This forecast indicates the requirements of working with additional workforce to fulfill production quotas.
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Then, they develop a strategy and recognize the number of workers required to increase production number. The company discovers out that they need 20% more labor force to run the strategy and starts recruiting brand-new staff members. Over 2 years, they can achieve their goal to meet the demand of production for their increasing clients.
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Manpower Planning on Leadership
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Leadership frequently stands as a vital part within an organization's labor force. Effective leadership normally leads to enhanced performance, the execution of brand-new policies, the cultivation of healthy workplace, and the facilitation of efficient procedures.
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Moreover, it is typically critical in cultivating preparedness for change. As a service undergoes functional shifts, adept management can significantly help the change process. A workforce plan commonly examines the present leadership capability within business, highlighting the prospective need for leadership development.
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For circumstances, one company focusing on individual financing consultation, performs an analysis of its HR metrics and observes a consistent decrease in worker engagement. It prepares for that only 20% of its existing employees might stay within the next three years.
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Recognizing the necessity for office transformation to strengthen worker relations and retention rates, it develops brand-new policies. However, it acknowledges the need for improved management to successfully execute these policies and attain their objectives.
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Consequently, the company formulates a labor force plan that integrates training and advancement efforts for its current management. Through participation in management advancement programs, both management and senior workers improve their management competencies.
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Then, employees start to place higher trust and respect in their management figures, thereby cultivating a more favorable workplace environment. As an outcome of the improvement in its leadership capabilities helped with by enhanced workforce preparation, it observes an increase in its predicted retention rates.
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Manpower Planning Through HRIS
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One method in performing manpower planning is by relying on HRIS.
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Through HRIS technology, you can make use of workforce data more quickly and comprehensively. This data can then be utilized to identify the future direction of the service, specifically in HR.
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According to Gartner's report, only 12% of companies successfully utilize labor force information, especially in assisting service decision-making.
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One company of HRIS in Indonesia is Mekari Talenta.
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Mekari Talenta is a software that has features covering numerous HR functions such as online participation, payroll, performance management, employee self-service, worker database management, and manpower preparation.
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With Manpower Planning (MPP) feature, company no longer needs to do manual data analysis, mapping, estimation, and determination of employment plans. The allowance of workforce requirements is more transparent to avoid unpredictability and to tone down recruitment costs.
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