The first base and starting point for any effective HPE setup is a careful and detailed Planning. As it is impossible to assume the full complexity of future events and human behavior, an uncertainty factor has to be part of the assumptions. The first module is structured into the aspects of the organizations needs and the engagement of staff for the organization.

 

HP Planning includes many aspects of the traditional understanding of Human Resources or Work Force Planning, as it is mainly concerned with the organizations immediate needs to supply. Derived from the organizations value chain, the HP Requirements determine the necessary positions and therefore the need for staff, quantified in numbers, FTE, qualifications and costs.

 

The HP Engagement then further defines, how the employees will be allocated to the respective positions, considering human talent potentials as well as the requirements of the position to be filled.

  • Needs Analysis

    How much staff with what kind of qualification is needed when and where in the context of the organizations value chain?

  • Staff Inventory

    How much staff with what kind of qualification does the organization have at disposal now, respectively will have at disposal considering the current known and decided changes in the future (Staff appraisals/evaluations, Workforce Analytics/Planning)

  • Staff Budgeting and Costs

    To what costs does the current number of staff amount? What effects are expected on these staff costs directly and indirectly as a result of planned or already executed change measures, and how can these changes be influenced and leveraged (current cost structures, overall conditions, personnel costs in detail, future initiatives)?

  • Resource Planning

    How can the individuals be placed in the value chain at optimum regarding their qualifications and the tasks/requirements by the position?

  • Work Organization

    How has the work content, the processes and the framework to be designed to be attractive to staff and at the same time reach the economic targets reducing redundancies (Workplace Management, Workflow Planning)?

  • Working hours/setup

    What qualification and how much staff is required where, when and for how long for the given tasks and procedures (Workflow Analysis)