Full-time employees.
New employees.
Candidates for a position in the company.
Employees who terminated their contracts early.
Actions by management towards each group of employees:
Full-time employees Evaluation of labor productivity, placement in jobs, training for the purpose of improving qualifications, various types of incentives, including material ones, career advancement.
New employees Selection and recruitment options, on-the-job adaptation, contract negotiation, training and mentoring.
Applicants for a job in the company Employment options, negotiations, terms of payment, bonuses.
Resigned employees Grounds for dismissal, determination of the level of staff turnover.
Personnel information is presented on forms. This italy business mailing list helps HR staff to perceive it unambiguously. All data in the report is presented in units accessible for review and analysis, which do not prevent their comparison with other information.
What does the personnel planning system in an organization consist of?
To determine how many employees will be required to achieve the company's goals and objectives, the following activities are included in the personnel planning system:
specialists conduct audits and evaluate business processes;
analyze information about the composition of the workforce and the degree of its involvement in the production process;
study the need for additional personnel for the current period;
determine how many employees may be needed in the future;
analyze the situation on the labor market, taking into account the competitiveness of the labor force in the future;
identify problem areas in relation to the workforce;
identify problems in the area of human resources;
analyze the state of the labor market on an ongoing basis;
organize educational trainings for employees.
Personnel planning involves the implementation of effective measures aimed at forming a staff that fully meets the requirements necessary to accomplish the assigned tasks.
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Methods of personnel planning
In personnel planning, it is customary to highlight qualitative and quantitative indicators that serve as the main guidelines for personnel selection.
The following methods are used in quantitative planning:
Balance method. It is based on a comparison of the amount of resources that are available and necessary to perform the planned tasks. The plan has the form of a two-sided budget table, reflecting both the sources of resources and their distribution.
Normative method. Planned targets are calculated taking into account the consumption rate of raw materials and other resources that are necessary for the production of a unit of output.
Statistical method . A connection is established between different types of indicators.
Methods of personnel planning
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Methods used in high-quality personnel planning:
Expert assessment method . In this case, the company uses the services of an expert with experience in personnel planning. He analyzes the initial data and makes recommendations regarding the labor resources that will be required to solve the tasks.
Group assessment method . This is the development of action plans for solving problems in a collective way. An example is the "brainstorming" method.
Delphi method. It involves collecting opinions from independent experts. The information received is analyzed by a group of other experts. As a result of the discussion, a common opinion is formed.
Stages of HR planning
When making major personnel changes, you should act methodically, adhering to the main stages of personnel planning.
Stage 1. Assessing business development prospects
Personnel decisions should be made taking into account the company's strategic goals and help achieve them in a short time. Goals may include expansion or, on the contrary, reduction of production, creation of new branches, improvement of service quality.
Step 2: Forecasting labor requirements
The required number of personnel with a certain qualification, jobs, and job positions that will be required to achieve the company's goals is calculated.
Step 2: Forecasting labor requirements
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The influence of external factors must be taken into account. They can have both a positive and negative impact on business processes. If a shortage of personnel is expected, it is necessary to determine the source of labor resources in advance.
Step 3. Evaluation of internal labor resources
HR specialists evaluate the labor resources that the company currently has. A decision is made on personnel changes and the hiring of additional specialists. At this stage, information on wages, allowances, and other payments is collected.
Step 4: Develop a plan
Personnel planning is a methodical work that the personnel department carries out in accordance with the tasks set by the management. First of all, tasks are distributed according to the degree of importance and the activities necessary for their implementation are prescribed. The deadlines for their implementation are outlined.
Then they compile income and expense items for carrying out personnel work activities and form a budget, which is agreed upon with the management. If necessary, they carry out work to optimize costs.
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