Man Power Planning

It is the employees within the business that make it exist. In today's changing and transforming world, managing the employee and running it on a certain system will put the business ahead of its competitors in the market, because the first thing a business that wants to achieve its goals must do is to understand the person and know how to manage him. We see manpower planning in companies generally under the title of talent management, but a successful manpower planning should be handled strategically, without being fixed on a single title. Starting from the process of getting a job, long and short-term plans should be made in terms of getting used to the job, getting used to the team, career planning, management of competencies, training, and how to fill the person's place in case of possible resignation. If the planning of a process is not done in advance, other processes will be affected by this unplannedness as a chain. The first thing to do for an effective planning is how to make the planning strategic.

• First of all, the existing manpower should be analyzed. From this point of view, the current and future needs and desires of manpower should be determined. At this stage, the career planning should be made for the employee, and a career ladder should be created in line with the wishes of the person and the business.
• The second important point of planning is the determination of the current location of the enterprise and its target location. Solutions should be designed to achieve the goal, and how the human power will be actively used in reaching these goals should be considered.
• As a result of all these, strategic plans will be implemented step by step through the correct use of the available talents. In other words, the two most important steps to reach the goal are to understand, recognize and direct the manpower, and to understand and recognize the business itself and to determine its goals.

There are some questions that can help him plan manpower;

Do we have the skills we need?

It is very important and critical to employ employees who are suitable for the work done on the way to the target. At this point, the recruitment unit comes into play. A correct recruitment process is the first step of the quality of the work done. The suitability of the candidate's competencies, needs and wishes to the job should be well analyzed.

Do you have enough employees to handle the workload?

In order to achieve success, teams should be established with enough employees to handle the work done. As the workload of the employee increases, the stress dimension will increase, his motivation will decrease over time and the quality of the work will be negatively affected.

How up-to-date are the job descriptions?

Especially with the rapid progress of technology, the definition of the job can actually change day by day. For this reason, it is very important in planning to adapt job descriptions to technology and keep them up to date.

How successful are the current Talent Management process and Recruitment policies at attracting and retaining the right talent?

The processes of finding the talent, influencing it, attracting it to the business and then promoting it in the business are one of the issues that Human Resources thinks about the most. Talent is found, placed, but when the market is highly volatile, what the business gives to talented employees will engage and retain them. At this point, it would be wrong planning to expect the employee to only use his skills and do business.

Quality services will be produced in the enterprise, which makes manpower planning correctly and effectively, accordingly, customer satisfaction will rise to high levels, and as a result, the targets will be achieved step by step. In this case, the business will have won its victory over its competitors thanks to its “human resources”.

References

"https://www.pwc.com.tr/tr/services/insan-yonetimi-ve-organizasyon-danismanligi/yetkin-ik-blog/stratejik-isgucu-planina-neden-i neediniz-var.html"