Work force planning is a continuous process and one of the important activities in an organization. The work force planning process starts by analyzing the company’s strategy. The result of this analysis is then taken to forecast the required demand for labor and how this is likely to be supported. Thereafter the human resource plan would be implemented which aims to deliver the right number, the right people for the business. There are 8 steps that are followed in work force planning; 1. Work force planning- Where, when and how many people are going to be needed.
A company would gain many advantages if it acts strategically, proactively, correctly and efficiently. Also by thinking how it affects the strategy of the organization. For Ex: some companies in USA do not think in strategic manner. They will just meet up in a bar and just discuss how many people are required without thinking much ahead. This would lead to failure. 2. Candidate profiling- This means who do we need, what is the profile of that person that we are looking for, what should be the competency, what are the soft skills or hard skills that the company is looking at of a person etc.
This comes through the process of bench marking, profiling, work of science. The company also has to really understand the position of the company, and what advantages it gives the company. It also involves predicting the person’s success in doing the job. 3. Employ branding- It involves the organization culture, which has things like how do we speak to our candidates, how we look after them, how do we brand ourselves etc. This is part of the strategic process of the organization.
It matters as to how our organization differs from other company brandings how do we compete with them by this branding etc. 4. Source the Candidate- Most companies don’t source the right candidate. They don’t use the right way, or don’t brain the right people. As a result the wrong, candidate would remain in the organization and it becomes a burden to others and the department. Sourcing means how does a company go to the market and do the sourcing of candidates and how do they define it, company’s approach of doing it. How does the company strategically go to the
market, consistently over time, where when the company needs it, ensuring that all the potential candidates that has the skill background the company is looking for is been approached. 5. Screening and Assessing –screening is looking at the hard skills and assessment is looking at the soft skills. 6. Selection- This is processes of bring down the number 100,200 odd applicants to a small number by assessing through different demarcations. A methodology should be outlined in doing so. 7. Retention- after hiring them how do we keep them.
The best talent acquisition strategy, the talent management strategy is to grow people. Ex: onboarding/ orientation process, 360 degree review, training initiatives, career path, career development, exit interviews, leadership development strategy, work place study strategy, are the components of what we look at after hiring somebody to keep them engaged and to make them part of the organization. 8. Technology- HRIS, time attendance, background checks etc to make that process automated. This should be given least HR time, as much attention should be given to people aspect as this can operate fully outmodedly.