Capacity and Manpower Management Process of Personnel with in the Organization

Abstract

          The importance of personnel lies in enabling them to plan their capabilities for effective job performance. This involves preparing themselves to develop attributes aligned with organizational needs, adapting to changes, and achieving operational success. Findings reveal that scholars from various fields share perspectives on personnel competencies, focusing on achievements from individual levels to organizational business success. Personnel competencies comprise knowledge, skills, and personal attributes that suit assigned roles. Such competencies, including unique differentiators, empower individuals to succeed, ultimately leading to organizational success. A competency model consists of core competencies and job-specific competencies, divided into two categories: professional or managerial competencies and technical competencies. Since a single position involves both managerial and technical aspects, the competency model is not fixed and depends on organizational job characteristics and the intended purpose of competency development. Workforce planning and job position determination involve forecasting personnel requirements to align with organizational operations, whether in public or private sectors. This ensures efficient job execution by analyzing workforce needs, comparing them against benchmarks, preparing workforce plans for executive approval, implementing organizational workforce strategies, and monitoring and evaluating outcomes. Workforce planning entails data collection, demand and supply forecasting, workforce utilization analysis, problem prediction, workforce plan formulation, implementation, and evaluation.
          New Insights indicate that the baseline qualifications for organizational staff are defined by the position-specific competencies (functional competencies), which may be uniform across similar roles depending on the organization. Competency models can vary, reflecting the organization’s unique characteristics. Competency models include four groups: core competencies, product competencies, technical competencies, and regulation-based competencies.
          Summary Competency models consist of core competencies and job-specific competencies, categorized into managerial and technical competencies. Workforce planning involves several steps: collecting workforce data, forecasting demand and supply, analyzing workforce utilization, predicting workforce issues, developing workforce plans, implementing them, and conducting monitoring and evaluation.