Plan headcount hires by individual named employee

Description

This process provides a granular analysis of workforce needs based on each employee's role, department, and other relevant factors. This is commonly used for employees in finance, IT, accounting, management, engineering, and so on. This allows department heads to view their roster of familiar employees and add or remove them easily.

Example Use Case

Scenario: A growing tech company uses CPM software to plan its hiring needs. The company needs to understand how many new hires it needs to support its rapid expansion, and it also needs specific information on the type of roles it needs to fill.

Solution: The CPM software allows the company to plan its headcount by individual named employees. For example, the company can use the software to determine that it needs to hire two software developers, a marketing manager, and a human resources specialist in the next quarter. These hires can be tied to specific growth metrics in the forecast in order to further automate the process.

Considerations

The software must have the ability to specify individual roles and departments when planning headcount hires. Ideally these roles are tied to a specific salary band, making it easier for the department owner to input a more accurate potential salary. They should also be able to choose from a set of cost drivers like benefits, 401k and so on when inputting a potential hire. Since those are not fully known in the hiring process (you can't ask someone how many children they have and if they are married), it is recommended to pick an average value. The system should support that.

Growth projections can also be helpful in informing the hiring manager what type of budget will be available in the future, allowing them to plan hiring in advance. Without this, the hiring managers are hiring based on gut. Make sure they're provided with a target budget each month.

Questions to Ask a Vendor

• Adding TBH: How do we add a to be hired employee? Can that employee budget be routed for approval?
• Integration with HR Software: Can this software effectively integrate with our current HR systems? How does the data flow?
• Averages for Drivers: Do you have a generic set of drivers for taxes, merit increases, benefits and so on that we can use for future hire planning?