Tag: Manpower

Definition Importance Affected Factors of Manpower Planning
Factors of Manpower Planning with their Definition and Importance; According to Gorden MacBeath, manpower planning involves two stages. The first stage is concerned with the detailed; “Planning of manpower requirements for all types and levels of employees throughout the plan”; and, the second stage is concerned with; “Planning of manpower supplies to provide the organization with the right types of people from all sources to meet the planned requirements”. Also learn, What is the Process of Manpower Planning?

Explaining, Definition, Importance, and Affected Factors of Manpower Planning!

According to Vetter, the process by which management determines how the organization should move from its current manpower position to its desired manpower position. Through planning, management strives to have the right number and the right kinds of people, at the right places, at the right time, doing things that result in both the organization and the individual receiving the maximum long-run benefit.

Stainer defines it as a “Strategy for the acquisition, utilization, improvement, and preservation of an enterprise’s human resources. It relates to establishing job specifications or the quantitative requirements of jobs determining the number of personnel required and developing sources of manpower”.

According to Wickstrom, human resource planning consists of a series of activities, viz:
1. Forecasting future manpower requirements, either in terms of mathematical projections of trends in the economic environment and development in industry, or in terms of judgmental estimates based upon the specific future plans of a company;
2. Making an inventory of present manpower resources and assessing the extent to which these resources are employed optimally;
3. Anticipating manpower problems by projecting present resources into the future and comparing them with the forecast of requirements to determine their adequacy, both quantitatively and qualitatively; and
4. Planning the necessary programmes of requirement, selection, training, development, utilization, transfer, promotion, motivation, and compensation to ensure that future manpower requirements are properly met.
According to Geisler, it is the process—including forecasting, developing, and controlling—by which a firm ensures that it has the right number of people and the right kind of people at the right places at the right time doing work for which they are economically most useful.

Importance of Manpower Planning!

1. Key to managerial functions: The four managerial functions, i.e., planning, organizing, directing, and controlling are based on manpower. Human resources help in the implementation of all these managerial activities. Therefore, staffing becomes a key to all managerial functions.

2. Efficient utilization: Efficient management of personnel becomes an important function in the industrialization world of today. The setting of large-scale enterprises requires the management of large-scale manpower. It can be effectively done through staffing functions.

3. Motivation: Staffing function not only includes putting the right men on the right job; but it also comprises of motivational programs, i.e., incentive plans to be framed for further participation and employment of employees in a concern. Therefore, all types of incentive plans become an integral part of the staffing functions.

4. Better human relations: A concern can stabilize itself if human relations develop and are strong. Human relations become strong through effective control, clear communication, effective supervision, and leadership in a concern. Staffing function also looks after training and development of the workforce which leads to co-operation and better human relations.

5. Higher productivity: Productivity level increases when resources utilizing in the best possible manner; higher productivity is a result of minimum wastage of time, money, effort, and energy. This is possible through the staffing and its related activities ( Performance appraisal, training, and development, remuneration).

Factors Affecting Manpower Planning!

The exercise is not an easy tube because it imposing by various factors such as; what are the success factors of manpower planning below are :
1. It suffers from inaccuracy because it is very difficult to forecast long-range requirements of personnel.
2. It depends basically on organization planning. Overall planning is itself is a difficult task because of changes in economic conditions, which make long-term it planning difficult.
3. It is difficult to forecast about the personnel with the organization at a future date. While vacancies caused by retirements can predict accurately other factors like resignation, deaths are difficult to forecast.
4. Lack of top management support also frustrates those in charge of planning; because, in the absence of top management support, the system does not work properly.
5. The problem of forecast becomes more occur in the context of key personnel; because their replacement cannot arrange the short period of time.
Moreover, any system that requires the support of top management and manpower planning is no exception to this.

Definition, Importance, and Affected Factors of Manpower Planning! Thanks, Also, Photo Credit to pixabay.com/ More free Images!
March 17, 2018
What is the Process of Manpower Planning?
Manpower planning is the process of estimating. The optimum number of people required for completing a project, task, or goal within time. Manpower planning includes parameters like the number of personnel, different types of skills, time period, etc. It is a never-ending continuous process to make sure that the business has the optimized resources available. When required taking into consideration the upcoming future projects and also the replacement of the outgoing employees. It is also called Human Resource Planning. Also learn, The Steps of Manpower Planning with Features!

Explain is, What is the Process of Manpower Planning?

What is the process of Manpower Planning? The HR department of every company has to constantly keep an eye on the human resources that the company has. With every possible event like change industry dynamics, increase in business requirements, skills required for a particular technology, etc. The need for having better resources increases.

The process of manpower planning involves the following steps.

First of all the objectives and strategies regarding the diversification, expansion innovation, production, marketing, and finance of the organization are analyzed. So that a fair idea could make regarding the future HR needs of the organization. Because the organizational plans are based on labor, economic, sales, and expansion forecasts. It serves as a good foundation for manpower planning.

The next step is forecasting the demand for human resources. There are many techniques available for forecasting the HR demand like managerial judgment, ratio-trend analysis, and mathematical models. The supply of manpower is also taken into consideration from internal and external sources. The difficulties faced during the process of manpower planning are uncertainties that can be caused by absenteeism; seasonal employment and labor turnover.

As well as, The other uncertainties that make the manpower planning process less reliable are technology changes and market conditions. Sometimes the employees and their unions also resist the manpower planning process because they erroneously feel that manpower planning could increase the workload of the employees. Another limitation faced by the process of manpower planning is that the information system regarding the human resources of an organization is not fully developed in some countries.

The Main Process and Steps for having manpower planning.

The Main Process and Steps for having manpower planning are as below:

Understanding the existing workforce:

The HR department has to thoroughly understand the manpower available to the company. They should examine the background, skill set, qualification, location, etc of the entire workforce so that they have a good idea regarding the pool of talent which the company has.

Forecasting for the future:

With constant changes in business requirements, companies must understand the future trend and which type of employees would best suit their organization. Hence, companies must examine, evaluate and forecast the type of employee workforce they want in the future years

Recruitment and selection:

Depending on the business requirements, manpower planning leads to a much better thought-out recruitment and selection pattern. This totally depends upon the forecasts made and the business requirements. Hence, candidates with better qualifications, skill set, experience, etc are shortlisted as employees to best suit future needs.

Training the employees:

Employees who are a part of the organization are training to have the best skills, knowledge, and understanding about the current job as well as the future requirements.

All these above-mentioned manpower planning steps help organizations become better prepared to adapt to new technology, future industry developments and even to face off with competitors.

Multi-Steps Process of Manpower Planning:

The planning process is one of the most crucial, complex, and continuing managerial functions which, according to the Tata Electrical Locomotive Company, “embraces organization development, managerial development, career planning, and succession planning”. The process has gained importance in India with the increase in the size of business enterprises, complex production technology, and the adoption of professional management techniques. Also learn, Case Study on Debt Collection Management!

It may rightly regard as a multi-step process, including various issues, such as:
- Deciding goals or objectives.
- Auditing of the internal resources.
- Formulation of the recruitment plan.
- Estimating future organizational structure and manpower requirements, and.
- Developing a human resource plan.
A. Deciding Goals or Objectives:

The business objectives have been determining; planning of manpower resources has to fully integrate into the financial planning. It becomes necessary to determine how the human resources can organize to achieve these objectives.

For this purpose, a detailed organization chart is drawn and the management of the company tries to determine. “How many people, at what level, at what positions and with what kind of experience and training would require meeting the business objectives during the planning period”. The management of this company considers a time 5 pan of five years as an optimum period for this purpose.

It stresses the specific and standard occupational nomenclature that must use without. “Which it would not be possible to build a firm-cum-industry-wise manpower resources planning”. It suggests the adoption for this purpose of the international coding of occupations. For sound manpower planning, it considers as a prerequisite the preparation of a manual of job classification and job description with specific reference to individual jobs to perform.

B. Audit of the Internal Resources:

The next step consists of an audit of the internal resources. A systematic review of the internal resources would indicate persons. Within the organizations that possess different or higher levels of responsibilities. Thus it becomes necessary to integrate into the manpower planning process a sound system of performance appraisal as well as an appraisal of the potential of existing employees.

C. Formulation of the Recruitment Plan:

A detailed survey of the internal manpower resources can ultimately lead to an assessment of the deficit or surplus of personnel for the different levels during the planned period. Whilst arriving at the final figures, it is necessary to take them into account. “The actual retirements and estimate loss due to death, ill-health and turnover, base on experience and future outlook about company’s expansion and future growth patterns”.

D. Estimating Future Organisational Structure and Manpower Requirements:

The management must estimate the structure of the organization at a given point in time. For this estimate, the number and type of employees needed have to determine. Many environmental factors affect this determination. They include business forecast, expansion and growth, design and structural changes, management philosophy, government policy, product, and human skills mix, and competition.

E. Developing of Human Resource Plan:

This step refers to the development and implementation of the human resource plan. Which consists in finding out the sources of labor supply with a view to making an effective use of these sources. As well as, The first thing, therefore, is to decide on the policy— should the person hire from within through promotional channels or should it obtain from an outside source.

Also, The best policy which is following by most organizations is to fill up higher vacancies by promotion and lower-level positions by recruitment from the labor market. The market is a geographical area from which employers recruit their workforce and labor seeks employment.

What is the Process of Manpower Planning? Thanks, Also, Credit Photo pixabay.com/
March 17, 2018
The Steps of Manpower Planning with Features!
Steps of Manpower Planning with Features in HRM; Manpower Planning which also calls Human Resource Planning consists of putting the right number of people, the right kind of people at the right place, the 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 carry out in a set procedure. Also learn, What is Manpower Planning? Example, with Importance.

Explain is, What is the Steps of Manpower Planning with Features?

The procedure is as follows:
- Analysing the current manpower inventory.
- Making future manpower forecasts.
- Developing employment programmes, and.
- Design training programmes.
Steps of Manpower Planning!

1. Analysing the current manpower inventory:

Before a manager makes the forecast of future manpower, the current manpower status has to analyze. For this, the following things have to note:
- Type of organization
- Number of departments
- Number and quantity of such departments
- Employees in these work units
Once these factors registering by a manager, he goes for future forecasting.

2. Making future manpower forecasts:

Once the factors affecting the future manpower forecasts know, planning can do for the future manpower requirements in several work units.

The Manpower forecasting techniques commonly employed by the organizations are as follows:
- Expert Forecasts: This includes informal decisions, formal expert surveys, and Delphi technique.
- Trend Analysis: Manpower needs can project through extrapolation (projecting past trends), indexation (using base year as the basis), and statistical analysis (central tendency measure).
- Work Load Analysis: It is dependent upon the nature of workload in a department, in a branch or in a division.
- WorkForce Analysis: Whenever production and time period has to analyze, due allowances have to make for getting net manpower requirements.
- Other methods: Several Mathematical models, with the aid of computers, are using to forecast manpower needs, like budget and planning analysis, regression, new venture analysis.
3. Developing employment programmes:

Once the current inventory comparing with future forecasts, the employment programs can frame and developed accordingly, which will include recruitment, selection procedures, and placement plans.

4. Design training programmes:

These will be based on the extent of diversification, expansion plans, development programs, etc. Training programs depend upon the extent of improvement in technology and advancement to take place. It is also done to improve upon the skills, capabilities, knowledge of the workers.

As well as Manpower planning helps in ensuring that an organization has the right kind of employees in sufficient numbers doing the right kind of job. It also makes sure that the employees doing a particular job are capable of performing the job efficiently and effectively. Coleman has described the process as “The process of determining manpower requirements and the means for meeting those requirements to carry out the integrated plan of the organization”.

The main Features of Manpower Planning are:
1. It future-oriente and involves the forecasting of manpower requirements so that these demands can fulfill with the timely and adequate supply of personnel.
2. It is a continuous process as the manpower demands of the organizations keep on changing with its needs and environment.
3. Manpower planning aims at the optimal use of the present and future workforce of the organization, thus it is requiring for getting maximum results from the investment in human resources.
4. Manpower planning involves both quantitative and qualitative aspects. While the quantitative aspects deal with the right number of people at a job, the qualitative aspect involves the search for the right kind of people for a particular job.
Manpower planning is done at both the macro level and the micro-level. It influences by environmental factors like employment rate, demographic changes, legal control, and organizational policies at the macro level, the factors like technological changes, trade union pressure, the gap in skill and competency, and recruitment and selection affect the process of manpower planning at the micro-level.

The Steps of Manpower Planning with Features; Thanks, Credit to pixaby.com/
March 17, 2018
What is Manpower Planning? Example, with Importance!

Manpower planning helps in ensuring that an organization has the right kind of employees in sufficient numbers doing the right kind of job. It also makes sure that the employees doing a particular job are capable of performing the job efficiently and effectively. Coleman has described the process as “The process of determining manpower requirements and the means for meeting those requirements to carry out the integrated plan of the organization”. Also learn, about International and Comparative Human Resource Management.

Define, What is Manpower Planning? Example, with Importance!

Manpower Planning which is also called Human Resource Planning consists of putting the right number of people, right kind of people at the right place, right time, doing the right things for which they are suiting 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 carry out in a set procedure.

Definition of Manpower Planning!

Manpower planning is the process of estimating the optimum number of people required for completing a project, task, or goal within time. Manpower planning includes parameters like the number of personnel, different types of skills, period, etc. It is a never-ending continuous process to make sure that the business has the optimized resources available when required taking into consideration the upcoming future projects and also the replacement of the outgoing employees. It is also called Human Resource Planning.

Large businesses often work on forecasting and upcoming opportunities in the pipeline. If these opportunities convert into an actual business, they would need manpower to start working on them. But the dilemma is that what if they hired a large number of people to work on an almost sure project but at the last moment the project didn’t start on time. What would the business do with the additional skilled manpower? The other dilemma is that if they kept waiting until the last moment for a project and when the project starts they might not have enough manpower to work and deliver. These questions solving by the process of manpower planning.

Manpower planning also includes the details of how and when will new employees acquire. This whole process is done keeping in view the goals of the organization. The future predictions for business and changing technology trends. This helps the organization prepare for the future with the correct manpower at its disposal for business prosperity.

Example of Manpower Planning!

IT companies are often facing the business problem of hiring the right people for upcoming projects as well as attrition. These companies have multiple projects going on at a single time and upcoming projects in the pipeline. If they hire more people without planning they would end up with many resources on the bench which would eat into profits and if they keep waiting until the last. They would not have enough skilled people to set up the project and start delivering eventually leading to customer dissatisfaction and losses.

So these companies keep on forecasting and planning as per the market requirements, latest skillset, and their project pipeline. Most of the time, hired resources cannot be productive straight away so they need to train them which would require further planning and time.

Importance of Manpower Planning!

Manpower planning is an essential requirement for any business. It helps the company to prepare well in advance for the type of employees. They would require in their organization in the future. With constantly changing business requirements, technological advancements, etc. The skills and knowledge of employees tend to become obsolete over some time. Also, if a business is growing, then the workforce needs to expand. If the company wants to have its business at different locations, different business domains, etc. If a company fails to prepare beforehand. It can create issues in the future and can collapse the business model for a company. Hence, timely preparation of manpower planning would always help a business grow.

What is Manpower Planning? Example, with Importance!

March 16, 2018