Published on April 26, 2014
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 is a process that identifies current & future human needs for an organization to achieve 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 A D V A N T A G E S • 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
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