Planning personnel requirements is a task for every company – no matter what size. You need to know for your company, but also for each of your areas of responsibility, when you need which employees and what skills and competencies they need to have.
What information you always need:
- What are your company’s medium to long-term goals and which employees do you need to achieve them?
- When do you say goodbye to which employee in their well-deserved retirement and thus need to fill this position?
- An answer to the questions of fluctuation:
- What happens when an employee leaves the company?
- What happens when an employee leaves the company who holds a key position?
Developing HR in a planned manner cannot protect you from all surprises, but it creates a healthy basis for planned action and minimizes potential negative consequences.
The aim of personnel requirements planning is to provide the right personnel with the right qualifications at all times, especially in times of a shortage of skilled workers. This results from the current staffing numbers, additions and departures, and it is always closely coupled with the strategy and goals of your company.
At far too few companies, real personnel requirements planning has been carried out to date. This leads to ad hoc hiring, which is not planned for the long term. Personnel requirements planning is not just about looking at the next few months or the next year, but above all about planning for the long term.
How many employees will the company need in the future to be able to pursue the corporate strategy and achieve the corporate goals? And how can the company prepare for this?
It is often overlooked that the measures from a quantitatively conducted workforce planning are not always to hire new employees, but also to make processes more efficient, to transfer personnel internally or to employ more part-time or temporary workers.
Qualitative personnel requirements planning primarily produces measures that are closely linked to personnel development topics.
What services will your employees have to provide in the future? What requirements will result from this and what qualifications must the employees then fulfill for this? These are particularly important in today’s times of digitalization.