Personnel planning in practice is still regarded personnel planning as a highly theoretical work area of a company. Here, she takes a crucial function in particular in everyday operation. Although she had to undergo constantly changes and adjustments in recent years, the importance of workforce planning is preserved until today. So it now forms a solid pillar of the business concept. She actively be used in companies of all industries and sizes. Especially in large companies, it is dealt with by several professionals.
The personnel planning is traditionally a workspace of personnel management, which fulfilment is done mainly by the personnel departments of enterprises. Several employees can work on the personnel planning in a company, where only a point of contact available in many companies. At the national level has prevail the PEP label for this field of activity can. This name is the abbreviation of the technical term. In practice, the personnel planning is a very extensive work area, which is also in the long term.
Because of this structure can occur again and again even with a very good workforce planning problems and difficulties. Naturally this must be resolved as soon as possible. After all, these problems can degrade the performance of a company. Problems in the personnel planning, it is these optimization problems. You will be awarded the operations research. All employees who are involved in the personnel planning, try to resolve problems through solutions of operations research. Problems can be avoided in the workforce planning as far as possible only by a compelling structure. It must be sure that the PEP is adjusted again and again different objectives and changes. Personnel planning assumes different tasks in the company. In the first place be it Occupied, are a company available positions. While she focused PEP to the ability profile of employees, and on the other hand to the requirements provided by the company. The ability profile of a professional consists of the knowledge and passion of the employee. In addition, personnel planning setting out promotions. An employee should be moved to a higher position personnel planning, whether it is suitable for checks. She must then go a PEP to the quantitative and temporal needs of a company. As well, the local requirements are included in the decision.