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How many employees do we have to hire, train or promote this year? 

MANPOWER PLANNING…headcount analysis, turnover, organization charts

The Manpower Planning module manages the employee inventory and handles a number of related issues, including:

Maintaining an inventory of the number of required job positions by Branch, Department, and Section based on the organization's

manning objectives

Calculating actual head count and determining variance between required and actual

Providing interface to third-party applications such as OrgPlus and Visio for printing organization charts

Calculating turnover for the current base period

Projecting turnover for a future period using past results

Including retirement projections to determine future vacancies

Integration with Succession Planning

While the Manpower Planning module provides quantitative forecasting, when combined with the Succession Planning module, they provide a forecasting tool that may be used to predict the number of people the organization will have to hire, train and promote in a given period. Succession Planning provides more qualitative features.

How many employees with appropriate qualifications (education, skills and training) will be available for promotion to management type jobs this year?  Who in our present work force is qualified today to be considered for an opening as a marketing manager?

SUCCESSION PLANNING…providing adequately trained and qualified personnel at all levels

Perhaps the greatest benefit of an integrated human resource and payroll system is the instant, on-demand access to information you need to make decisions quickly. By enabling authorized personnel to instantly lay their hands on detailed applicant and employee information, HRM2001 helps your organization work smarter, faster, and more efficiently.

For example, Succession Planning's capability helps you instantly scan your pool of applicants, as well as internal resources, to match qualifications to open positions. Not only does this make it easier to find the right candidate for the right position, you may also identify potential skill shortages in your workforce, enabling you to proactively train and hire for future skill requirements.

The prime objective of Succession Planning is the provision of adequately trained and qualified personnel to meet the future staffing needs of the organization. Accomplishing this requires a quantitative and qualitative understanding of the past and planning for the future. The Manpower Planning and Succession Planning modules deliver in this regard.

Job Requirement

One of the pre-requisites of Succession Planning is the maintenance of job position data. This requires entry of information on the education, skills and training requirements of each job position.

Qualification Gap Analysis

This is a HR planning and development feature that may be used by the HR department or at the departmental level. The Dynamic Selection mechanism is first used to select the set of employees for whom the gap analysis will be done.

The Generate Gap function is then used to match the qualifications for each individual against the requirements for the substantive position to which the individual is assigned. Gap data may be displayed on the screen or extracted to a workfile. The Extract to Workfile feature exports the gap data to an Excel spreadsheet which then provides a printed copy of the results.

Information on employees who are qualified, over-qualified or under-qualified is then available. For under-qualified employees who require training, the integrated Training module may be accessed directly. Employees may then be listed for recommended training to address the identified qualification gaps.

Job Forecasting

Job Forecasting addresses the issues of assessing the potential of employees to fill future positions. It uses current qualifications data of the selected employees and matches against  the required qualifications for future positions.  The identified gaps determine the training that will be needed to enable employees to meet the required.

Career Paths

Whether employees are promoted within relatively specialized career lines or be given broad exposure to a variety of jobs depends on both the organization's policy and individual choice.  It is a function of organizational needs and employee expectations.

Within a given organization, its members come to anticipate a certain pattern of job progression based on what they have observed of the internal mobility of other employees. The system provides a facility to display various career paths based on the organization structure. Various career path options may be discussed with employees and graphically illustrated.

Job Search

The Succession Planning module includes a Job Search feature. The vacant position is first selected.  The qualification search parameters are then specified and may include any combination of Education, Skills and Training.

The system may also be directed to search among certain selected employees and/or applicants (from the applicants database).

With the Search feature, the system searches the target databases and provides a short-list of candidates who meet the stated requirements. Recruitment may then be focused on the shortlisted candidates.

All the above and much more!

Contact us today for more information on our HRM2001 Human Resource Management Information System.

We'll show you just how easy this powerful tool is to use.

Please send questions about this site to newgensol@cwjamaica.com