1. PURPOSE
To establish a policy and applicable procedures for workforce plan process to determine and project staffing requirements for each department.
Policy Objectives:
- Determine staffing requirements for each department
- Project future workforce needs
- Enhance quality of workforce prediction and assignment
- Align workforce with departmental needs and services
2. APPLICABILITY
This APP applies to all concerned departments involved in the strategic and operational workforce planning of the organization.
Covered Departments:
- All departments involved in strategic planning
- Departments involved in operational workforce planning
- HR Planning and Performance section
- Department heads and managers
3. DEFINITIONS
Key terms and concepts used in workforce planning.
Key Terms:
- Manpower Status Report (MSR): Database listing all positions and employee status
- Workforce Planning: Process for enhancing quality of prediction and assignment
- Department Heads: Department chiefs, directors, heads, chairmen, and managers
4. POLICY
Core principles and guidelines governing workforce planning.
Policy Principles:
- Comprehensive, efficient and effective departmental workforce planning
- Alignment with organizational structure and scope of services
- Development and maintenance of MSR
- Reflection of organizational structure and manpower allocation
4.3. GROWTH PHASE CONSIDERATIONS
Factors considered during organizational growth phase.
Growth Factors:
- Organizational and departmental goals and strategies
- Growth and development of departmental facilities and services
- Changes in work environment based on new services
- Manpower laws, regulations and international standards
- Annual trends of gains and losses of manpower resources
- Available financial resources
4.4. DEPARTMENT RESPONSIBILITIES
Responsibilities of department heads in workforce planning.
Department Head Duties:
- Maintain departmental workforce plan
- Review and evaluate workforce plan regularly
- Update workforce plan in line with operational requirements
- Assess and analyze operational needs and manpower requirements
5. PROCEDURE
Step-by-step process for workforce planning and management.
Workforce Planning Steps:
- Assessment and analysis of operational needs
- Discussion of changes and management approval
- Documentation submission to planning specialist
- Review and analysis by planning specialist
- Implementation of approved workforce plan
5.4. DOCUMENTATION SUBMISSION
Required documentation for workforce planning changes.
Required Documents:
- Approved workforce plan (existing)
- Updated workforce plan with requested changes
- Department organization structure
- Job descriptions for additional positions
- Clear written justification for changes
6. RESPONSIBILITIES
Clear definition of roles and responsibilities for workforce planning.
Stakeholder Roles:
- Department Heads: Maintain, review, evaluate, and update workforce plans
- HR Planning and Performance: Review, analyze, assess, and approve plans
- HR Department: Implement, monitor compliance, and provide updates
- Planning Specialist: Review and analyze workforce changes
8. REFERENCES
Legal and regulatory frameworks governing workforce planning.
Legal Framework:
- Saudi Labour Law
- JCI (Joint Commission International)
- CBAHI (Saudi Central Board for Accreditation)
- International workforce planning standards
9. DEVELOPMENT TEAM
Key personnel involved in policy development and implementation.
Team Members:
- Manager, Human Resources
- Government Relation Specialist
- Recruitment Specialist
- HR Specialist, Payroll