Manpower Planning

1. Manpower Planning

2. Evaluation Pattern: • Internal Assessment: 50 marks • Attendance: 10 marks • Presentation: 40 marks • Written Final Exam: 50 marks • Total: 100 marks

3. What is Manpower?

4. DEFINATION: • The first function, which determines the organizational blueprint towards its larger goals, is Manpower Planning or interchangeably Human Resources Planning. This is the key to getting the right people for the right jobs and hence it is extremely important.

5. DEFINATION: • Manpower Planning is “the process by which a management determines how an organization should move from its current manpower position to its desired manpower position. Through planning, a management strives to have the right number and the right kinds of people at the right places, at the right time, to do things which result in both the organization and the individual receiving the maximum long-range benefit.” - Velter Eric W.

6. DEFINATION: • “The process of determining manpower requirements & the means for meeting those requirements in order to carry out the integrated plan of the organization.” -- Coleman

7. DEFINATION: • “ Human resource planning includes the estimation of how many qualified people are necessary to carry out the assigned activities, how many people will be available, and what if anything must be done to ensure that personnel supply equals personnel demand at the appropriate point in the future” – Leap and Crion.

8. Following features of HRP may be identified • HRP is a process which includes various aspects through which an organization tries to ensure that right people, at right place , and at right time are available. • It involves determination of future needs of manpower in the light of organizational planning and structure. • It also takes into account the manpower availability at a future period in the organisation.

9. Importance of Human Resource Planning • HRP is of primacy nature and, therefore ,it precedes all other HRM functions. • HRP contributes in the following ways: 1)Defining future personnel need. 2)Coping with changes. 3)Providing base for developing talent. 4)Increasing investment in human resources. 5)Forcing the management to involve in HRM.

10. Who’s responsibility is it ? • HRP is a shared task between the Top Management , Line Managers and HR department. • Top Management approves various plans of the Organisation as a whole.( financial plan & HR plan) • Line Managers or Functional Managers. (to whom the people report and their effective utilization) • HR department. (coordinative functions and procedural activities which ultimately result in HR plan)

11. HR’s responsibility 1) To assist, counsel and pressurise the Top management to plan and establish objectives. 2)To collect and summarize data with the long term objective of total business plan. 3)To monitor and measure performance against the plan and keep the top management informed about it; and 4)To provide research necessary for effective manpower and organisational planning.

12. Objectives of HRP: (a) Obtains and retains the quality and quantity ,of Human Resource it needs at the right time and right place (b) Makes optimal utilization of these resources.

13. Strategic Corporate Planning Statement of purpose and direction Corporate Vision Long-term strategic plans Short –term plans Action plans

14. Human Resource Planning Process • Forecasting • Inventorying • Anticipating • Planning

15. Human Resource Planning Organisational Objectives Human Resource Planning Forecasting supply of human resources Forecasting needs for Human Resources Identification of human resource gap Surplus Human Resources Shortage of human resources Action plans of bridging

16. Human Resource Planning • Organizational Objectives , Plans and Policies • It gives directions

17. Human Resource Planning • Human Resource Planning.

18. Human Resource Planning • Identification of Human Resource Gap

19. Human Resource Planning • Action Plans

20. Benefits of HRP • Manpower planning ensures optimum use of available human resource. • It is useful both for organization and nation. • It generates facilities to educate people in the organization. • It boosts the geographical mobility of labor. • It provides smooth working even after expansion of the organization. • It creates healthy atmosphere of encouragement and motivation in the organization. • Training becomes effective. • It provides help for career development of the employees.

21. Ignoring HRP in an Organisation • The penalties for not being correctly staffed are costly. • Understaffing loses the business economies of scale and specialization. • Overstaffing is wasteful and expensive. • Planning staff levels requires that an assessment of present and future needs of the organisation be compared with present resources and future predicted resources.