First, basic information is collected and analyzed so that a requirements plan can be developed. This basic data should include relevant information such as the number of units to be produced, the shift pattern, and the number of working days per week and year.
The qualitative perspective takes into account responsibilities concerning work tasks as well as the mental and physical demands on employees. One tool that is used here is a qualification matrix to identify skills and qualification levels.
Furthermore, quantitative staffing needs play an especially important role in labor re-quirements planning – the determination of gross and net staffing needs, among other things. With respect to net staffing needs, a further distinction is made between direct and indirect employees.
The results of the qualitative and quantitative labor requirements plan are documented in the form of job charts, organizational structures, and organizational charts. At the same time, the required staffing needs are monitored over defined periods in a process known as “calendarization”. This breakdown of capacity planning makes it possible to determine in advance which (and how many) employees have to be available in the immediate future, and in what areas of the company.