1. Sagar P Sonawane
Div –A Roll No – 59
HRM

2. Defination
 Estimating or projecting the number of personnel with
different skills required over time or for a project,
and detailing how and when they will be acquired

Manpower Estimation/Forecasting 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

4. Importance Of Manpower Estimation
 Key to managerial functions- The four managerial functions,
i.e., planning, organizing, directing and controlling are based
upon the manpower. Human resources help in the
implementation of all these managerial activities. Therefore,
staffing becomes a key to all managerial functions.
 Efficient utilization- Efficient management of personnel
becomes an important function in the industrialization world of
today. Setting of large scale enterprises require management of
large scale manpower. It can be effectively done through staffing
function.
 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.
 Better human relations- A concern can stabilize itself if
human relations develop and are strong.

6. Forecasting of Manpower
Need/Demand
 estimates of future employment needs and supply the
prediction of future levels of demand for, and supply of,
workers and skills at organizational, regional, or national
level. A variety of techniques are used in manpower
forecasting, including the statistical analysis of current
trends and the use of mathematical models. At national
level, these include the analysis of census statistics; at
organizational level, projections of future requirements
may be made from sales and production figures.
Manpower forecasting forms part of the manpower
planning process

8. Factors Determining forecasting
Demand
 Anticipated growth of the organisation
 Budget constraints & allocation
 Introduction of technology
 Minority hiring Goals
 Anticipated turnover in personnel due to Retirement
,Death ,Transfers , Promotions , etc..

9. Factors Determining Forecasting
Supply
 Promotions of employees from within organisation
 Availability of required Talents in the external Labour
Market
 Competition for talent with the Industry
 Population Movement Trends

10. Basic Consideration In Establishing
Manpower Forecasting System
 Organisational Size
 Organisational Complexity
 Organisational Goals
 Organisational Plans & Strategies
 Forecasting Time Frame