Manpower planning is simply ensuring that an organization will have a pool of employees available to meet its future needs, as they arise.  In large organizations, sophisticated software is sometimes used to manage the many flows of employees into, out from and upwards within the organization.  One of our partners, Malcolm Bennison, wrote a pioneering book many years ago on manpower planning, which is still used today.

When used primarily for managerial employees, we often speak of succession planning and its counterpart, career planning.  Organizations use succession planning to prepare for future vacancies in the organization chart, due to employees moving out or moving up within the organization.  Succession planning identifies candidates for each included position, and helps the employer plan for the development of these candidates, so they can move into their new positions smoothly when the time arises.

The "other side of the coin" of succession planning is career planning.  Employees report greater job satisfaction if they are given a say in planning their own career -- identifying their ultimate career objective, and steps to get there.  Obviously, employers must make clear that nothing is being promised, but can commit to making efforts to align the desires of individual employees with the organizational needs.

Succession planning is also a key component of programs some employers use to develop "fast track" employees, those who are felt most likely to assume leadership positions over time.

Email us if you would like more information on our approach to manpower, succession and career planning.