Manpower planning basics

1. MANPOWER PLANNING BY: JitenderRajakAmitYadav Priyank Singh Shailesh Kumar RahulSinhaVivekanand Abu NasarMukeshLal Basant Kumar 12/16/2008 6:50:31 PM 1

2. What is Manpower planning(MPP)? “Human resource planning is the process of determining manpower requirements and the means for meeting those requirements in order to carry out the integrated plan of the organization”. MPP Consists of : Forecasting Developing Controlling 12/16/2008 6:50:25 PM 2

3. Why MPP? Ascertaining manpower needs in number and kind. It presents an inventory of existing manpower of the organization. Helps in determining the shortfall or surplus of manpower. Initiation of various organizational programmes. Acquisition, utilization, improvement and prevention of human resources. 12/16/2008 6:55:11 PM 3

4. Importance of MPP It checks the corporate plan of the organization. It helps to face the shortage of certain categories of employees and/or variety of skills despite the problem of unemployment. The rapid changes in technology, marketing, management etc. and the consequent need for new skills and new categories of employees. The changes in organization design and structure affecting manpower demand. 12/16/2008 6:57:04 PM 4

6. Sector level

7. Industry level

8. Individual unit12/16/2008 6:58:12 PM 5

9. Human Resource Planning System. Long Range Objective and Plans Overall Requirements for human resources Inventory of present human resources Net New Human resources requiremnt Action Programme for recruiting and selecting needed personnel. Procedure for evaluating effectiveness of human resource planning. Short term goals plans programmes and budgets Work force requiremnts by occupational categorie Inventory by occupational categories Needed replacemnts or additions Plans for upgrading, developing, transferring in recriting. 12/16/2008 7:00:03 PM 6

10. Affecting Human Resource Plan Factors Internal Factors External Factors 12/16/2008 7:03:50 PM 7

11. Internal Factors Policies and strategies of the company. Human resource policy of the company. Formal and Informal groups. Time Horizons (long term or short term). Company’s production operations policy. Trade Unions 12/16/2008 7:04:07 PM 8

12. External Factors Government’s policies. Business environment. Level of Technology. Social Factors. International Factors. 12/16/2008 6:50:21 PM 9

13. Problems in Human Resource Planning Resistance by employer Resistance by employees Resistance by trade unions Uncertainties Inadequacies of Information system Identify crisis Slow and gradual process Co-ordination with other management functions Integration with organizational plans 12/16/2008 6:50:21 PM 10

14. Stages in Human Resource Planning: Analyzing org 2. Demand forecasting Managerial Judgement Work study techniques Employment trends Replacement needs Growth and expansion Productivity 3. Supply Forecasting Existing inventory Potential losses – temporary/permanent Potential additions Estimating the net human resource requirement 12/16/2008 6:50:21 PM 11

15. Contd… In case of future surplus – plan for redeployment, retrenchment and lay-off In case of future deficit – forecast the future supply of human resources from all sources with reference to plans of other companies Plan for recruitment, development and internal mobility if future supply is more than or equal to net human resource requirements Plan to modify or adjust the organizational plan if future supply will be inadequate with reference to future net requirements. 12/16/2008 6:50:21 PM 12

16. Effect of recession 12/16/2008 6:50:21 PM 13

17. Thank You 12/16/2008 6:50:21 PM 14