Process of Manpower Planning
1. Establishing Objectives and Scope: The first step in manpower planning is to define the objectives and scope of the planning process. This involves clarifying the organization’s strategic goals, identifying key workforce challenges and opportunities, and determining the timeframe and resources available for manpower planning activities.
2. Environmental Analysis: Manpower planning begins with an analysis of the external and internal factors that may impact the organization’s workforce needs.
3. Demand Forecasting: The next step is to forecast the organization’s future demand for human resources based on the analysis of environmental factors and business objectives. This involves projecting staffing requirements by department, function, or skillset over a specified time period, taking into account factors such as business growth, expansion into new markets, and changes in technology.
4. Supply Analysis: Once the future demand for human resources has been determined, manpower planners conduct a comprehensive analysis of the organization’s current workforce capabilities and availability.
5. Gap Analysis: Manpower planners compare the projected demand for human resources with the existing supply to identify any gaps or mismatches between the two.
6. Developing Strategies and Action Plans: Based on the findings of the demand forecast, supply analysis, and gap analysis, manpower planners develop strategic initiatives and action plans to address identified workforce challenges and opportunities.
7. Implementation and Monitoring: Manpower planners implement the strategies and action plans identified in the manpower plan and regularly monitor their progress and effectiveness.
8. Evaluation and Feedback: The final step in the manpower planning process is to evaluate the outcomes of the planning efforts and gather feedback from key stakeholders.
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