I am working in a logistics company as a team leader in HR. I am new to the organization and require help from all of you.
I have been given the task of manpower planning (to study how many workers are currently employed and how many are required) as well as ensuring we are hiring the right candidates for the right positions. Additionally, I have been tasked with forming new policies for the company and writing SOPs for the entire organization.
I am having difficulty finding the right direction as my manager comes from a non-HR background.
From India, Mumbai
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I have been given the task of manpower planning (to study how many workers are currently employed and how many are required) as well as ensuring we are hiring the right candidates for the right positions. Additionally, I have been tasked with forming new policies for the company and writing SOPs for the entire organization.
I am having difficulty finding the right direction as my manager comes from a non-HR background.
From India, Mumbai
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Dear friend,
To do the manpower planning, you need to conduct time and motion studies. But even before that, you need to identify various processes and understand the standard time taken to execute them. Later, you need to divide the process into various tasks and measure how much time is taken for the execution of each task.
In addition to this, you need to identify various measures of performance. You need to determine how much manpower is required to achieve certain targets.
Above all, you need to take customer satisfaction into account as well. Reduction in manpower should not lead to a decrease in customer satisfaction.
The subject comes up for discussion time and again. You may refer to my comments on past posts. The links are as follows:
- https://www.citehr.com/478444-manpow...ml#post2111098
- https://www.citehr.com/424736-manpow...ml#post1922136
- https://www.citehr.com/457300-work-s...ml#post2046554
- https://www.citehr.com/585259-hr-str...ml#post2356674
This is a mammoth task. It is advisable to hire a consultant.
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
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8035To do the manpower planning, you need to conduct time and motion studies. But even before that, you need to identify various processes and understand the standard time taken to execute them. Later, you need to divide the process into various tasks and measure how much time is taken for the execution of each task.
In addition to this, you need to identify various measures of performance. You need to determine how much manpower is required to achieve certain targets.
Above all, you need to take customer satisfaction into account as well. Reduction in manpower should not lead to a decrease in customer satisfaction.
The subject comes up for discussion time and again. You may refer to my comments on past posts. The links are as follows:
- https://www.citehr.com/478444-manpow...ml#post2111098
- https://www.citehr.com/424736-manpow...ml#post1922136
- https://www.citehr.com/457300-work-s...ml#post2046554
- https://www.citehr.com/585259-hr-str...ml#post2356674
This is a mammoth task. It is advisable to hire a consultant.
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
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Dear Friend,
As mentioned by you, you were assigned to take care of
1. Manpower planning (Task A)
2. Recruitment evaluation (Task B)
3. Framing new policies and SOP’s (Task C)
I would suggest you to have an easy way to address all the above tasks in the following order –
1. Draft SOP’s for all process (in all departments) <<(Task C)>>
a. Devise Time – motion study for all process
b. Work on preparing competency / skill matrix;
c. Prepare Job analysis <<preparatory work for (Task A)>>
i. Job Description
ii. And Job Specification for all positions
iii. Try to record all the KRA’s << this will help you in Performance Evaluation>>
2. Work on finalizing Manpower intend (for upcoming quarter / Half year etc.) <<(Task A)>>
a. Arrive on Manpower planning
3. After the new candidates are recruited / inducted
a. Analyse the recruitment efficiency <<(Task B)>>
As you were very new to this company, try to get yourselves much interacting with all the functional departments. If the company where you have joined is a new start-up, then you can have the advantage to get a friendly move with all the department heads.
In the other case if the company is already an established one, try to form a cross functional team (with experts / representatives from all the functional teams). Get inputs from each department to document the Standard Operating Procedures for all process in each department. SOP’s cannot be drafted within a single stroke as it is a continuous process where new advancements / creative ideas and elimination of all non – value adding elements needs regular updation. While the SOP’s for critical process are drafted fairly, you can move on to the next task of time motion study. Exploring in this area, you can decide on the skill matrix for each jobs. This will assist your recruitment team in sourcing talents. Once the new hires are inducted, trained and placed on the job, then you can evaluate the efficiency of your recruitment.
More over all the above tasks are inter dependent and go hand in hand.
Please don’t oversee the above roadmap as an exhaustive one. You will start exploring many new tasks as you ponder over.
Best wishes in all your tasks,
Regards,
M. Harishkumar
From India, Tiruchengode
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As mentioned by you, you were assigned to take care of
1. Manpower planning (Task A)
2. Recruitment evaluation (Task B)
3. Framing new policies and SOP’s (Task C)
I would suggest you to have an easy way to address all the above tasks in the following order –
1. Draft SOP’s for all process (in all departments) <<(Task C)>>
a. Devise Time – motion study for all process
b. Work on preparing competency / skill matrix;
c. Prepare Job analysis <<preparatory work for (Task A)>>
i. Job Description
ii. And Job Specification for all positions
iii. Try to record all the KRA’s << this will help you in Performance Evaluation>>
2. Work on finalizing Manpower intend (for upcoming quarter / Half year etc.) <<(Task A)>>
a. Arrive on Manpower planning
3. After the new candidates are recruited / inducted
a. Analyse the recruitment efficiency <<(Task B)>>
As you were very new to this company, try to get yourselves much interacting with all the functional departments. If the company where you have joined is a new start-up, then you can have the advantage to get a friendly move with all the department heads.
In the other case if the company is already an established one, try to form a cross functional team (with experts / representatives from all the functional teams). Get inputs from each department to document the Standard Operating Procedures for all process in each department. SOP’s cannot be drafted within a single stroke as it is a continuous process where new advancements / creative ideas and elimination of all non – value adding elements needs regular updation. While the SOP’s for critical process are drafted fairly, you can move on to the next task of time motion study. Exploring in this area, you can decide on the skill matrix for each jobs. This will assist your recruitment team in sourcing talents. Once the new hires are inducted, trained and placed on the job, then you can evaluate the efficiency of your recruitment.
More over all the above tasks are inter dependent and go hand in hand.
Please don’t oversee the above roadmap as an exhaustive one. You will start exploring many new tasks as you ponder over.
Best wishes in all your tasks,
Regards,
M. Harishkumar
From India, Tiruchengode
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Please share man power planning and budget format if any has.
From India, Salem
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From India, Salem
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Hello Guys, Can anyone please assist me with Manpower Planning and Budget SOP?
From United Arab Emirates, Dubai
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From United Arab Emirates, Dubai
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Manpower planning (MPP) should be linked to business needs. What I have noticed in different MNCs is that they typically start MPP in the months of August/September to review the MPP from the previous year and its current status. They also gather feedback from the Sales/Marketing and Manufacturing departments, two significant departments, regarding the status for the remaining months of the year, and adjust the MPP accordingly if needed.
During the same period, the Sales/Marketing department also projects business forecasts/budgets alongside the MPP for the following year. This information is shared with all functional heads who, after analyzing their respective areas, forecast their MPP with a staggered recruitment period.
After compiling all the data, the HR Head is responsible for presenting it to the MD (Overall Business Head). Subsequently, after discussions with all HODs, the final decision regarding the MPP for the remaining months of the year and the next year is made.
The MPP process varies depending on the size of the organizations, region, different business verticals, etc. In governmental systems, banks, insurance companies, etc., the MPP is determined by a specific committee formed for this purpose.
S K Bandyopadhyay (WB, Howrah) CEO-USD HR Solutions +91 98310 81531 skb@usdhrs.in USD HR Solutions – To strive towards excellence with effort and integrity
From India, New Delhi
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During the same period, the Sales/Marketing department also projects business forecasts/budgets alongside the MPP for the following year. This information is shared with all functional heads who, after analyzing their respective areas, forecast their MPP with a staggered recruitment period.
After compiling all the data, the HR Head is responsible for presenting it to the MD (Overall Business Head). Subsequently, after discussions with all HODs, the final decision regarding the MPP for the remaining months of the year and the next year is made.
The MPP process varies depending on the size of the organizations, region, different business verticals, etc. In governmental systems, banks, insurance companies, etc., the MPP is determined by a specific committee formed for this purpose.
S K Bandyopadhyay (WB, Howrah) CEO-USD HR Solutions +91 98310 81531 skb@usdhrs.in USD HR Solutions – To strive towards excellence with effort and integrity
From India, New Delhi
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