HR Forcasting
Manpower Planning & Productivity: HR Forecasting- HR Demand & HR Supply
1. Strategic manpower Planning: p. 51
Strategic manpower planning is a dynamic, proactive, ongoing process of systematically attracting, identifying, developing, mentoring, and retaining employees to support current and future organizational goals. Successful SMP needs---
Must be a team approach not a single act
Must have support of senior management
Must have line management ownership
Be involved in the process with support from HR personnel
Must be align with department’s culture, services and vision
Must ensure that the most qualified candidates move into positions of greater responsibility
Influence the decision makers on future appointments/ promotions
Must be tailored to each department’s needs and structure
Require the employee to take ownership of his/her individual development with strong management support
2. Benefits of Strategic manpower Planning: p. 52
Engage senior management in a disciplined review of leadership talent
Guide development activities of key executive, managerial, and professional employees
Assures continuity of leadership and management support
Avoid transition problems by having candidates who are fully prepared to assume position of greater responsibility
Prevents premature promotions
Audits the current workforce and thereby influences resources and development strategies
Identifies the competencies needed by the current and future workforce
Fosters a culture of viewing employees as a valuable resource who are worth developing
Support the overall mission of the department to provide superior service and improve efficiency
3. Considering aspects/ factors of Strategic manpower Planning: p. 53
Departmental priorities: assessment of departmental mission and objectives and identify how they are being met.
Departmental structure: structure, programs, classification, organizational charts, and budgets
Workload: examine the present
1. Strategic manpower Planning: p. 51
Strategic manpower planning is a dynamic, proactive, ongoing process of systematically attracting, identifying, developing, mentoring, and retaining employees to support current and future organizational goals. Successful SMP needs---
Must be a team approach not a single act
Must have support of senior management
Must have line management ownership
Be involved in the process with support from HR personnel
Must be align with department’s culture, services and vision
Must ensure that the most qualified candidates move into positions of greater responsibility
Influence the decision makers on future appointments/ promotions
Must be tailored to each department’s needs and structure
Require the employee to take ownership of his/her individual development with strong management support
2. Benefits of Strategic manpower Planning: p. 52
Engage senior management in a disciplined review of leadership talent
Guide development activities of key executive, managerial, and professional employees
Assures continuity of leadership and management support
Avoid transition problems by having candidates who are fully prepared to assume position of greater responsibility
Prevents premature promotions
Audits the current workforce and thereby influences resources and development strategies
Identifies the competencies needed by the current and future workforce
Fosters a culture of viewing employees as a valuable resource who are worth developing
Support the overall mission of the department to provide superior service and improve efficiency
3. Considering aspects/ factors of Strategic manpower Planning: p. 53
Departmental priorities: assessment of departmental mission and objectives and identify how they are being met.
Departmental structure: structure, programs, classification, organizational charts, and budgets
Workload: examine the present