Manpower Planning
Manpower Planning
Manpower Planning
Manpower Planning which is also called as Human Resource Planning consists of putting right number of people, right kind of people at the right place, right time, doing the right things for which they are suited for the achievement of goals of the organization. Human Resource Planning has got an important place in the arena of industrialization. Human Resource Planning has to be a systems approach and is carried out in a set procedure. Manpower Planning :1. Provides quality workforce. 2. Reduces labor costs. 3. Facilitates rise in skills. 4. Effective motivation. 5. Safety of health. 6. Key to managerial functions. 7. Efficient utilization. 8. Better human relations. 9. Higher productivity.
inventory
(i) Projecting the Organisation Structure- The first step in long run manpower planning is to forecast organisation structure that will best meet future needs of the organisation. The whole job structure should keep pace with changes in the environment. In matching the change with present job structure, the management must predict the manpower requirements in future. For this purpose, following three factors should be analysed. (a) Rate of loss- Rate of loss depends upon the degree of quits, discharges, mutually satisfactory release, leave, death, retirement and transfers. These can be anticipated to some extent
on the basis of analysis of past records and present circumstances. (b) Expansion or contraction- The manpower requirement in future will depend upon the expansion or contraction in the size of the organisation. The size of the organisation may be predicted on the basis of the past rate of growth by projecting the trend in the size of sales, capital requirements or manpower stock. (c) Job Analysis- After projecting the manpower needs job analysis should be made. Job analysis is the process of collecting and analyzing all the facts relating to the nature of a specific job through scientific observation and study. A prediction of what capabilities will be required in the people to perform the job effectively. Such prediction is more important in case of managerial personnel because it takes more time to develop managerial skill. Again, the development of other personnel also depends upon the management abilities. (ii) Manpower Inventory and Analysis- Manpower inventory and analysis involves the appraising of present key personnel, pointing out their characteristics without reference to specification to a particular position. Hence the management has to take stock of existing manpower and to find out how far the present stock of manpower would fulfill the qualifications of the anticipated jobs or how far they would be developed through training. This process will enable the management to know the present and potential abilities of individuals and their suitability for specific jobs and positions.
(iii)
Once manpower requirements have been determined recruitment and selection should be started. Recruitment is the process of identifying the sources for prospective candidates and to stimulate them to apply for the jobs. Selection is the process of logically choosing individuals who possess the necessary skills, abilities and personality to fill specific jobs. (iv) Manpower Development- Manpower development includes the development of individuals through training so that they can meet the challenges with their full capabilities. Having predicted the future needs of personnel, the existing personnel are trained and developed.
Recruitment
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2. Efficient utilization- Efficient management of personnels becomes an important function in the industrialization world of today. Seting of large scale enterprises require management of large scale manpower. It can be effectively done through staffing function.
3. Motivation- Staffing function not only includes putting right men on right job, but it also comprises of motivational programmes, i.e., incentive plans to be framed for further participation and employment of employees in a concern. Therefore, all types of incentive plans becomes an integral part of staffing function.
4. Better human relations- A concern can stabilize itself if human relations develop and are strong. Human relations become strong trough effective control, clear communication, effective supervision and leadership in a concern. Staffing function also looks after training and development of the work force which leads to co-operation and better human relations.
5. Higher productivity- Productivity level increases when resources are utilized in best possible manner. higher productivity is a result of minimum wastage of time, money, efforts and energies. This is possible through the staffing and it's related activities ( Performance appraisal, training and development, remuneration)
Staffing Levels
Staffing levels can change based on company growth, losses due to layoff or temporary and seasonal employment needs. The objective of manpower planning is to forecast staffing level needs and work with company managers to make sure each department is properly staffed. The human resources group plans for seasonal rises in employment needs to insure that production levels and customer service quality are not affected. This includes working with temporary agencies to supply seasonal staff and running employment advertisements that bring in part-time candidates.
Future Needs
One of the functions of manpower planning is to anticipate the future skill set needs of the company and begin the process of finding qualified candidates. The human resources department needs to be involved in all aspects of business planning to prepare for recruiting in job duties that the company has not dealt with in the past. For example, a toy manufacturer decides to get into the radio-controlled toy market and needs to hire
technicians and engineers to design and make the toys that the company has never made in the past.
Skill Matching
It is less expensive to utilize existing personnel than to hire new employees to fulfill job needs within the organization. Hiring new employees requires recruiting costs, training expenses and the cost of low productivity as the new employee settles into his job. Manpower planning involves tracking each employee's skill set, which allows the company to move employees around within the company to prevent having to look outside the company. For example, an accounts payable employee who has payroll skills can be moved into the payroll department with a high level of competence.
Efficiency
A company needs to efficiently utilize its workforce to maintain productivity and also keep employee morale high. Developing part-time positions, creating different work shifts, offering overtime to compensate for increased production needs and maintaining a pertinent training program are ways that manpower planning maximizes workforce efficiency. Shift options and offering employees the tools they need to do their job, such as training, help to maintain employee morale.
inventory". A skills inventory contains data about each employee's skills, abilities, work preferences etc. Some organisations prepare "Organisation charts, Manning Table or Manpower Replacement Charts". All these help in determining and evaluating the quantity and quality of the present human resources of an organisation.
(3) Effective employee development programmeManpower planning reveals the training needs of the working manpower with the result that training and development programmes become more effective. No effective employed, development programme can be worked out unless it is linked with the manpower requirements of the organisation.
of long term manpower needs to help the management to forecast the compensation costs involved.
REFERENCES
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