Manpower Planning

• Manpower Planning which is also called as HumanResource Planning consists of putting right number ofpeople, right kind of people at the right place, righttime, doing the right things for which they are suited,for the achievement of goals of the organization.

• Human resource planning is a process that identifiescurrent & future human needs for an organization toachieve its goals.

Need of Manpower Planning

• Analyzes Current Human Resources & Manpower forecasts

• Shortages & Surpluses – Manpower

• Design Employment Programmes

• Helps to Reduce Labour Cost

• Overstaffing Can Be Avoided.

• Growth & Diversification of Business

• Training Programmes to Develop Talents.

• Manpower Management.

Importance – Manpower Planning

• Key to Managerial Functions

• Four Managerial Functions, i.e., Planning,

Organizing, Directing & Controlling.

• Efficient Utilization

• Motivation

• Better Human Relations

• Higher Productivity

Steps In Manpower Planning

• Analyzing Current Manpower Inventory

• Type of Organization, Number & Quantity of Departments

• Employees In Work Units

• Making Future Manpower forecasts

• Expert Forecasts: Expert Surveys & Delphi Technique

• Trend Analysis

• Work Load Analysis & Work force Analysis

• Other Methods: Budget & Planning Analysis

• Developing Employment Programmes

• Design Training Programmes

Manpower Planning

ADVANTAGES

• Advancement & development of employees

• Satisfy needs of the employees

• Anticipating the cost of salary

• Foresee the need for redundancy.

• Planning for working conditions like canteen, schools, etc.

D

I

S

A

D

V

A

N

T

A

G

E

S

• Difficult to prepare long range forecast accurately.

• Changes in economic condition, technology, market condition & labour force condition tend to make long range forecast unreliable.

• Uncertainty & forecasting inaccuracies are more when it comes to dealing with human resources.

Recruitment

• It is a positive process as it attracts suitable candidates to apply for the available jobs. The process of recruitment as follows:

• Identify the different sources of labour supply

• Choose the most suitable source

• Invite applications from the prospective candidates.

Recruitment – Internal Sources

Sources

• Promotions

• Transfers

• Internal

Advertisements

• Retired Managers

• Recall from Long

Leave

Demerits

• Prevents New Blood from entering the Organization.

• Limited scope

• Bias or Partiality.

Merits

• Economical & Reliable

• Induction Training – not required

• Motivates the Employees

• Reduces Executive Turnover

• Develops Loyalty.

Recruitment – External Sources

Sources

• Employment at Factory Level

• Advertisement

• Employment Exchanges

• Job Consultants

• Educational Institutions

• Recommendations

• Labour Contractors

Merits

• Encourages Young Blood with New

Ideas to enter the Organization.

• Wide Scope for Selection.

• Less chances of Bias or Partiality.

Demerits

• Existing Managers may leave the

organization if outsiders are given

higher posts.

• Costly & Time Consuming

Selection

• This process helps the company in filling the suitable

employees with suitable positions to perform the task and

duties in the organization.

• Selection is not same as recruitment because it talks about

choosing the best and the right candidate for the position,

for the vacancy and for the organization.

• It requires the candidate should possess skills, abilities,

knowledge, eligibility, qualification and many more.

Selection Process

Preliminary Interviews

Checking References

Employment Interviews

Medical Examination

Appointment Letter

Application Blanks

Employment Tests

Reject Applicant