The Human Resource manager need to implement the eight step plan as follow: Step 1 Laying the groundwork

for later implementation of the programme by planning and creating oversight teams within each business unit. Step 2 Assessing processes and functions that can be benchmarked. Step 3 Projecting skills and employee numbers of demand in an effort to achieve the goals within each business unit. Once these numbers are in place, hiring can then commence. Step 4 Projecting current employee numbers of supply over the planning horizon without new hiring taking place while taking into consideration the normal attrition of staff through death, retirement, resignation, and so forth. Step 5 Comparing the difference between supply and demand so as to project the future gap or surplus situation. By determining the skills-gap and surplus information as per this step, helped Tenaga Nasional Bhd develop a workforce plan to implement cross-organizational placement and retraining as alternatives to further employee cutbacks in individual business units, thereby providing a greater sense of stability for workers. Step 6 Developing strategies and operational plans. Step7 Communicating the action plan to all employees.

Step 8 Periodically evaluating and updating the organizational plans as the organizations needs changes from time to time.