Manufacturing
HR Strategy and Workforce Planning for Manufacturing
How many people, in which roles, by when — and what they will cost.
What this looks like in manufacturing
The parts of hr strategy and workforce planning that are specific to this sector, rather than general.
Manpower and Shift Planning
How many people, on which line, on which shift.
What this coversHide
Manpower and Shift Planning
How many people, on which line, on which shift.
What this coversHideManning is planned against production, not against headcount budget alone:
- Production plan
- Line and machine manning norms
- Shift pattern
- Rotation cycle
- Weekly off pattern
- Seasonal and peak demand
- Absenteeism buffer
- Critical skills per shift
- Contract-to-permanent ratio
- New line or plant expansion
- How many operators does this line need per shift?
- Which skills must be present on every shift?
- What is our absenteeism buffer?
- What does the workforce cost per unit produced?
The general method — what hr strategy and workforce planning covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the hr strategy and workforce planning page. What is above is the part that differs for manufacturing.
Other HR topics for manufacturing
Organisation DesignRecruitment and Talent AcquisitionEmployee AdministrationCompensation, Payroll and BenefitsPerformance ManagementLearning and DevelopmentHealth, Safety and WellbeingRetention and Attrition ManagementHR Technology and AutomationHR Analytics and Management ReportingHR Operations and Governance
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.