The world of work is changing rapidly, posing significant challenges for HR managers. Whether it is the skills shortage, succession management, or digitalization: there is a lack of personnel in one area and a lack of sufficient skills in another. These dynamics have led to an increasing professionalization of human resources management. State-of-the-art workforce planning provides a vital and valid foundation for this.
How much staff will we need in the future?
Workforce planning is an integral part of corporate planning. With a focus on strategic development, it defines how many employees the company will need in the future, in which roles, and with what skills and qualifications to manage its workload and achieve its corporate goals. Workforce planning thus captures both the quantitative and qualitative components of the required staff. To do this, positions within the company are analyzed in detail: What does each job entail, and how much time does it take? What requirements do these tasks bring with them—today and tomorrow? Expected changes in work content and volume are also taken into account within the planning horizon. The organization and its processes also play an important role. To achieve the necessary transparency and reliable results in workforce planning, many aspects are incorporated, from corporate strategy to production planning. This is how the essential planning premises are established.
Workforce planning ensures transparency
The first step involves assessing the current situation in the company. Three core areas are analyzed: the organization with its tasks and processes, the positions within the company with their requirements and workloads, and the content and volume of work. These evaluations form the basis for workforce planning. They provide valuable insights into the specific skills and qualifications of employees, which are essential for target-group-oriented recruiting and successful staff development. The findings and proposals resulting from these surveys and planning efforts are compiled into a catalog of measures. This forms the basis for further HR work and for the development of training and improvement strategies within the HR department. When looking ahead, many factors are relevant: How will the content of work change, for example? And how will workloads change as a result? Who does the company need to achieve its goals? Which processes will be digitized?
The planning horizon is aligned with corporate planning and is determined individually. Based on the surveys, workforce planning takes into account both processes and tasks as well as the required skills and qualifications. In parallel, the organization and its processes are further developed using appropriate tools and methods. The results of professional workforce planning: by redistributing tasks and streamlining workflows, personnel resources are freed up and teams work more efficiently. And by focusing on essential core tasks, effectiveness is increased.
THE MAK'ED TEAM has supported many companies in their HR transformation processes and possesses deep expertise in workforce planning. We work with clear methods, develop customized strategies, and provide experienced, practical support to medium-sized companies in all HR matters. We know the critical success factors of future-oriented HR management and use our many years of experience to assist medium-sized companies in finding the employees they need today and in the future to achieve their corporate goals.
You can find more about workforce planning here.
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