Personnel planning

What is personnel planning?

Personnel planning is part of corporate planning. It is an elementary component of human resources management and can be divided into operational and strategic planning.

It should plan and carry out all actions in the near, medium and distant future with foresight so that the company has the necessary employees available to provide the service or produce the product.

The quality and quantity of employees, i.e. the right number, at the right time, in the right place, with the right skills and in compliance with cost plans, as well as individual expectations and operational requirements, must be taken into account.

Depending on the sector, e.g. industry, retail, services or non-profit, minimum staffing levels must be planned for the individual functions, as a full-time employee in retail, for example, is available for an average of around 1,700 hours per year, but store opening hours require a “minimum staffing level” of at least 2,500 hours.

What sub-disciplines are there?

Other sub-disciplines of personnel planning include

• Headcount planning
• Personnel requirements planning
• Recruitment planning
• Personnel development planning
• Personnel deployment planning
• Planning of personnel costs on the basis of existing costs (target and planned costs)
• Planning the release of personnel
• Workforce management
• Succession planning
• Quantitative adjustment in the variable factor

The need for personnel planning first arises when a company is founded.

Are workforce planning and personnel planning the same thing?

Yes, workforce planning is the English term for it.

What is workforce planning?

Workforce planning is the English term for personnel planning. It describes all activities and issues relating to the short, medium and long-term organization of a company’s personnel. It also includes qualitative and quantitative issues. Workforce planning begins immediately when a company is founded.