- Most companies never make use of the potential of all of their manpower. A few people are assigned the majority of the work and the remainder either pick up any slack or are used a "filler" for minor tasks or absenteeism. Planners and schedulers are asked to compensate for this and don't always do a good job accordingly.
- You can't "plan" for people not showing up. Illness,injury, accidents,etc happen. No amount of planning can compensate for them and as a result many manpower plans are limited because of those contingencies.
- Your plans have to incorporate the fact that large numbers of employees might have deficiencies in skill or education. While this can be offset somewhat by training in the pre-planning stages, most companies want larger numbers of skilled workers than are available on the market at any given time. They also want them geographically close and willing to work for a set amount of money.
- If you are planning projects in tight labor markets, you often find that you have scale back your planning accordingly as their simply aren't enough people for your projects. A company might need 100 workers, but due to low unemployment in the area (yes, there are places where this is a problem) they have to settle for 50-75 just to begin their project.
- Wages - Some companies simply have a set amount they want to pay employees,regardless of whether or not that rate is competitive in their market. As a result, unless economic times are dire, most manpower planners have to compensate for the fewer applicants that will apply for these positions and the fewer that will remain when they are able to obtain better offers.
Source: www.quora.com
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