People planning or employee planning is the politically correct name for what we all understand to be manpower planning.

This technique of using retrospective data to give us a predictive ability is one area where HR can, with existing resources and data formulate decisions that can provide proactive decisions, which will create added value.

Unit costs can play an important role if we are to understand return on investment from our human resource. If we fully understand the unit cost of recruitment and training for a new employee - we can chart the minimum time they need to be with the organisation for them to be 'adding value'.

In some industries where there is a high turnover, it makes little sense to just carry on with an existing process. Better recruitment and more cost effective training may be just two factors which should be looked at. This is another proactive action, the benefits of which can be costed and provide added value.

Many of the items already mentioned you may be already doing as a matter of course. This is really to remind you of the value of not only collating the data but also applying it in a proactive way. In Stephen Covey’s book “The Seven Habits of Highly Effective People” first on the list is being proactive.

Much of the statistical information you are able to produce and many of the resulting trends will be of immense value to your customers. It is important to make sure that the resulting benefit or saving is measured and you include that in your added value contributions.

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