The world of work is changing dramatically and is challenging HR managers. Whether it’s the shortage of skilled workers, succession management or digitalization: there’s a lack of personnel here, a lack of sufficient skills there. These dynamics have led to an increasing professionalization of HR management. State-of-the-art planning of personnel requirements forms an important and valid basis here.

How much personnel will we need in the future?

Personnel requirements planning is part of corporate planning. With a focus on strategic development, it defines how many personnel the company will need in the future, in which positions, with which competencies and qualifications, so that it can manage its workload and achieve its corporate goals. Personnel requirements planning thus takes into account the quantitative and qualitative components of the required workforce. To do this, the jobs in the company are analysed in detail: What does each job entail and how much time does it take? What requirements do the tasks entail – today and tomorrow? The expected changes in terms of work content and quantity are also taken into account in the planning horizon. The organization and its processes also play an important role. In order to achieve the necessary transparency and reliable results in workforce planning, many aspects are included, from corporate strategy to production planning. This is how the essential planning premises are created.

Personnel requirements planning ensures transparency

The first step is to determine the current situation in the company. For this purpose, three core areas are analysed: The organization with its tasks and processes, the jobs in the company with their requirements and workloads, and the work content and quantities. These evaluations form the basis for personnel requirements planning. This results in valuable findings for the respective competencies and qualifications of the employees, which are essential for target group-oriented recruiting and successful personnel development. The findings and suggestions resulting from the surveys and planning are compiled in a catalogue of measures. This forms the basis for further HR work and for the development of further training and improvement strategies in the HR area. When looking ahead, many factors are relevant: For example, how will the content of work change? 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 based on corporate planning and is determined individually. Based on the surveys, personnel requirements planning takes into account the processes and tasks on the one hand and the required competencies and qualifications on the other. In parallel, the organization and its processes are further developed with suitable tools and methods. The results of professional workforce planning: By redistributing tasks and streamlining workflows, human resources are freed up and teams work more efficiently. And by concentrating on the essential core tasks, effectiveness is increased.

THE MAK`ED TEAM has already accompanied many companies in their HR transformation processes and has a high level of expertise in personnel requirements planning. We work with clear methods, develop tailor-made strategies and provide experienced and practical support to medium-sized companies in all HR-related issues. We know the success-critical factors of a future-oriented HR management and support medium-sized companies with our many years of experience so that they can find the employees they need today and in the future in a focused manner to achieve their corporate goals.

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