Manpower planning and Occupational Punishment Organization, are many important benefits of an organization, which has many objectives, is experiencing the right person position to suit its skills and competence.

Manpower planning is meant through several activities and tasks through which heads in the company, with the participation of all levels of knowledge, analyze, and evaluate the company’s workforce, which works to implement the company, its goals, and vision through strategies, whether short, long or medium.

We can also define manpower planning as the process of finding suitable and sufficient numbers of experienced people to register at the right time. This is considered to be one of the most important sub-systems of planning, all in order to achieve a balance between all available jobs, as well as the number of available employment.

Manpower planning includes a number of objectives, which is: –

• Specify the current situation of the workforce within the company in detail.

• Identifying, evaluating, and analyzing the sources of manpower in the performance of the manpower plan.

• Learn about the problems that can lead to not working correctly, whether current or future forces.

• Reaching practical solutions to all these problems at present, and solving them gradually.

• Develop a rest plan that the manpower company needs, which is effective and appropriate to perform its tasks in the future.

• Knowing the used methods to develop manpower programs, such as performance appraisal, recruitment, identification, training, job description, and promotional offers, in order to reach a brilliant success and a healthy economy.

• Consider reducing production costs by rationalizing wages, this is done by the proper direction of manpower.
  

In workforce planning, there are many important steps you need to know: –

• Knowing the environmental conditions related to the workforce through analysis, which is concerned with the skills of the organization and the workforce, and see the scale of salary use and the number of jobs, and will prompt the development of expectations in the workforce in the future or growing workforce expectations.

• If the management wants to increase the number of employees, or if it wants to be satisfied with the numbers in it, it should set a group of specific goals for the planning process in order to increase the level of skills and develop its employees.

• Make a plan for designing programs, and it is built on a set of foundations to attract new employees.

• Carrying out training programs, increasing salaries, as well as paying attention to giving rewards and incentives.

• Continuous evaluation and control, whereby some estimates are made for the human resources working in the facility, in terms of knowing the number of current employees in the facility, what skills they possess, and their efficiency for work.

Succession planning is an organized process that aims at the continuity of direction in the main business. This is done by improving the competencies of the employees currently within the company so that they are compatible with all the competencies needed by the work in the future to help the authorities perform all their basic roles with high quality and accuracy.

Succession planning is important in several things: –

• Working on developing and increasing intellectual and cultural capital and preserving it in the future.

• Develop distinguished employees in the company and increase their skills and talents in order to fill jobs that suit them in the future.

• Identification of challenging tasks and the appropriate skills to invest in them.
  

The succession planning process has many objectives that are beneficial to the company, the most important of which are: –

1. It works to increase the company’s development at present and in the future.

2. Improving and increasing the skills and competencies of the employees who were nominated to join the leadership positions in the company.

3. Developing the intellectual and cultural capital of the company.

4. Develop the current talents of employees to benefit from them in the future

5. Providing the company with the necessary competencies to be used when needed.

6. Encouraging employees by developing their skills and caring for them.
   

During the succession process, the company can encounter some defects: –

1. The wrong person joining a job that is not compatible with his abilities, as this leads to a lot of problems.

2. Rushing to choose a person to join a particular job, and then another person with better skills appears.

3. Lack of adequate financial resources as well as human resources.

What role does senior management play in succession planning?

Senior management does a number of necessary things in the succession planning process: –

• Senior management is focusing on the need for succession planning.

• Provide resources for the succession planning process.
  

• Know the necessary functions.

They are intended for jobs that may be caused by a sudden abandonment, or employment by an unqualified person to disrupt important operations of the company and thus result in numerous damages.

• Know the necessary walls.

It is intended to identify the skills and qualities that must be characteristic of; qualified candidates must possess to join the necessary jobs, which can be determined by identifying the work, functions, responsibilities, and behaviors that a staff member must perform to perform the function.

• Determine who will be selected for succession.

This is done by: –

• Individuals who possess specific skills to work in the necessary jobs.

• Interviews are conducted to evaluate the performance of employees.

• Carry out all succession plans.
  

Human resources planning and attraction are important because a company; needs to determine what human resources it needs if its internal or external conditions and skills change or how it implements its projects. This change depends on the amount of labor required.

1. Providing the company with data on human resources, competencies, and skills.

2. Knowledge of a company’s sudden needs to determine the volume of labor supply and demand.

3. Providing the company with employees who have the necessary competencies to take up jobs.

4. Know the best use of human resources at the lowest cost.

5. Perform all human resource-related functions such as configuration, staffing, entertainment.

6. Link internal and external changes as well as human resources programs.

7. Provide the business needs for jobs.

The human resources planning and polarization process is going through a series of key stages: –

1. planning.

2. polarization.

3. control.

4. differentiation.

5. filtering.