The process of determining the number of employees through an analysis of manpower planning can be done in two ways, ie, ratio analysis and workload analysis.
Ratio analysis method is a way to estimate the amount of labor demand based on the ratio between certain factors (eg total income) with the number of employees needed (eg number of employees required). In the context of your company (the Indonesian Stock Exchange), the factors that can be used as a benchmark to determine the manpower needs can be a number of issuers, or the amount of income (revenue) for a year, or market capitalization.
By fixing a certain ratio, then you will be able to estimate how much labor requirements ideal. For example, if your company's revenue during a year of Rp 50 billion, the total number of workers should be about 500 (ratio 1: USD 100 million). Another example, if the number of issuers 200 companies, the number of employees should be approximately 400 (1: 2).
Then, what is the benchmark figure the ideal ratio? Well, here you can make comparisons with similar companies in other countries. For example, on the Stock Exchange of Thailand, how many comparisons between them a year income with the number of employees, or the ratio between the number of issuers by number of employees.
The method of this ratio can also be applied to determine the number of employees in the support (IT, HR and GA, Finance) with number of employees in the core function. Figures pegged the average is 15%. This means that if your company's total number is 500, then the total employee support section it should revolve around the number 75.
The second method is by workload analysis. This method is a process to calculate the workload of a particular function within the company. From this calculation can then be determined how many employees are needed as ideal.
Specifically, there are three key steps to perform workload analysis. The first is determining the primary output of a particular function, and then identifies a series of work activities required to produce that output. The next step, making break down a series of task force activity become more detailed and specific, and mengekelompokkan task force is based on the level of difficulty / complexity.
The next step is to conduct the process of calculating the total amount of time required to complete each task force. From here will be able to count the number of total time spent to produce the overall output of the function analyzed. The number of total time required is then used as the basis to calculate the ideal number of staff needed.
There are several references that help to implement the above process, among other
1. Edward J. Folk, Methods Analysis and Work Measurement, McGraw Hill
2. CRWynne-Roberts and George Kanawaty, Introduction to Work Study, International Labour Office.
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