Sense and purpose of personnel resource planning

Resource planners allocate personnel to upcoming work in terms of time and location. This is an operational task with a short- to medium-term time horizon. Numerous constraints are incorporated into the shift plan, including:

  • Staffing requirements
  • Staff
  • Laws
  • Collective agreements
  • Employment contracts
  • Company agreements
  • Qualification profiles
  • Training measures
  • Employee requests
  • Vacation situation
  • Sick leave

Sticking points

A deployment plan that takes all these factors into account is highly complex, and the effort required increases with the number of employees and restrictions. In medium-sized to large companies, this task cannot be accomplished with paper and pencil or spreadsheets alone.

The first step is to determine and prioritize the relevant factors within the company. Some restrictions are “hard”, i.e., mandatory like a law, while others are “soft”, i.e., optional like the deployment wishes of the employees. The quantity structures for these constraints require the use of intelligent, ideally thinking IT systems, especially in larger companies. This is where humans reach their limits. However, they should retain control over the plans and always have the last word.