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Fig. 5 High-level Workforce Planning Process

Gap Optimization and Oracle appear to be suitable platforms on
which custom solutions can be designed.
Once the demand side and the capacity side are
defi ned, the ultimate goal of the process is to
highlight possible shortages or surpluses between Conclusions
the demanded manpower and the available This paper shows the key features of the Workfor-
manpower per skill or job role, and to eliminate ce Planning and its main sections (WFD and WFC),
the gap by recruiting employees from the external advising high-level guidelines in terms of recom-
environment, by transferring them within the mended process steps, operative models, input
organization, or through promotions, trainings and data, owners, reports’ frequency and tools. The
dismissals. presented features are believed to be generally ap-
The Optimal Control Model, Ad hoc Simulator, plicable to project-driven companies, yet of course
and the Fuzzy Model are based on the objective to be fully understood and individually deployed.
linear programming technique, and therefore can
compute the best combination of employees with
a certain skill, at every planning period, to be hired, References
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Workforce Demand and Supply for a
In light of what has been outlined about the Work- Mandatory Building-Inspection Scheme. Journal of
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Regarding the tools to manage the process, Excel systems. International Journal of Industrial Engineering
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However, a big to medium size company should planning: dividing the personnel system into more
aim at implementing ad-hoc tools. With reference homogeneous subgroups. Applied stochastic models in
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