Identifying key personnel refers to the process of defining roles, job profiles, headcounts, staff costs, and organization for the firm staff. The importance of this process is to describe the workforce needed for the project and the total costs to carry out the corporate mission, goals and plans.
Step-By-Step Process
- Clarify the business mission, business and technical plans, and approved organizational structure.
- Analyse each function or activity identified in the previous step and break it down into specific tasks and responsibilities. Determine the knowledge, skills, and abilities required to perform each task effectively. This analysis will form the basis for developing job descriptions.
- List roles required and align them to the organizational chart.
- Describe job profiles, headcounts, and cost. Job profiles show details on roles about the job qualification, duties, grades, compensation and benefit, line manager and organization, communication, authority and responsibility matrix, work condition, about the employer, and more.
- Anticipate your business’s future growth and potential expansion. Consider whether your staffing needs will change as your business expands and plan accordingly. This process will help ensure that you have a scalable workforce to support your growth trajectory.
- Once you have a clear understanding of your personnel requirements, develop a recruitment strategy. Advertise the positions, review resumes, conduct interviews, and select the most suitable candidates for each role. Ensure that your selection process is fair, unbiased, and compliant with employment laws.
- Once you have hired your staff, provide them with a thorough onboarding process to familiarize them with the business, its operations, policies, and procedures. Offer any necessary training to equip them with the skills required to perform their roles effectively.
- Share discussions with your team and experts.
Example
Here is the table for estimating the total headcounts and grades of a business:
| Dept. | G10 | G9 | G8 | G7 | G6 | G5 | G4 | G3 | G2 | G1 | Total |
| Factory | – | 2 | 2 | – | 1 | – | – | 1 | 24 | 15 | 45 |
| Laboratories | – | 2 | 2 | 2 | 4 | – | – | – | 2 | 2 | 14 |
| QA | – | 1 | – | – | 2 | – | – | – | – | – | 3 |
| Stores | – | 1 | – | – | – | – | – | – | 5 | 4 | 10 |
| Sales & Marketing | – | 1 | – | – | – | 2 | 2 | – | – | – | 5 |
| Administration & Finance | – | 1 | – | – | – | 4 | 7 | 4 | 6 | 5 | 27 |
| Management | 1 | 2 | – | – | – | – | – | – | – | – | 3 |
| Total | 1 | 10 | 4 | 2 | 7 | 6 | 9 | 5 | 37 | 26 | 107 |
Useful Tips
- Involve your team, look to similar practices, and consult experts in identifying the business personnel.
- Build your personnel requirements on talented staff, diversified skills, and work experience.
Things To Avoid
- Avoid guessing works and assumptions in identifying the business personnel.
Final Note
This article is sourced from my new book- Your Guide For Preparing An Industrial Feasibility Study.
For more information about the book: https://growenterprise.co.uk/book-your-guide-for-preparing-an-industrial-feasibility-study/
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The author: Munther Al Dawood- Industrial Enterprise Expert
Grow Enterprise 