Types of Manpower Planning
1. Strategic Manpower Planning: Strategic manpower planning aligns human resource strategies with the organization’s long-term strategic objectives. It involves forecasting future workforce needs based on anticipated changes in the business environment, market dynamics, and technological advancements.
2. Operational Manpower Planning: Operational manpower planning focuses on addressing immediate staffing needs and optimizing workforce efficiency and productivity. It involves short-term forecasting of workforce requirements based on current business operations, seasonal fluctuations, and project demands.
3. Tactical Manpower Planning: Tactical manpower planning bridges the gap between strategic and operational planning by translating strategic objectives into actionable workforce strategies and initiatives. It involves medium-term forecasting of workforce needs, typically spanning one to three years.
4. Succession Planning: Succession planning is a specialized type of manpower planning focused on identifying and developing future leaders within the organization. It involves assessing current talent pools, identifying high-potential employees, and implementing development programs to groom them for key leadership positions.
5. Skills Gap Analysis: Skills gap analysis is a focused approach to manpower planning that identifies discrepancies between the skills possessed by the current workforce and those required to meet organizational goals. It involves assessing the competencies, qualifications, and training needs of employees and comparing them to the skills demanded by current or future job roles.
6. Contingency Planning: Contingency planning involves preparing for unforeseen events or disruptions that could impact workforce availability or effectiveness. It involves developing backup strategies and contingency plans to address potential risks such as natural disasters, economic downturns, or supply chain disruptions.
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