Features of manpower planning. What is Manpower Planning? 2022-12-18
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Manpower planning, also known as workforce planning, is the process of determining the number and types of employees an organization will need in the future and ensuring that it has the right people in the right roles at the right time. It is a crucial aspect of human resource management and involves forecasting future workforce needs, analyzing the current workforce, and identifying any gaps or surplus. Manpower planning involves several key features, which are discussed in more detail below.
Forecasting workforce needs: This involves predicting the number and types of employees that will be needed in the future based on the organization's business goals and plans. This can be done using various methods such as market analysis, industry trends, and sales forecasts.
Analyzing the current workforce: This involves reviewing the skills, experience, and performance of the current workforce to identify any gaps or surplus in relation to the forecasted needs. This can be done through employee surveys, focus groups, and performance evaluations.
Identifying gaps and surplus: Once the current workforce has been analyzed, any gaps or surplus in relation to the forecasted needs can be identified. If there is a surplus of employees, it may be necessary to consider downsizing or redeploying staff to different roles. If there are gaps, the organization may need to hire new employees or provide training and development opportunities to existing staff.
Developing a workforce plan: Once the forecasted needs and the current workforce have been analyzed, a workforce plan can be developed to outline the steps needed to meet the organization's future workforce needs. This may involve hiring new employees, providing training and development opportunities, or redeploying existing staff.
Implementing and monitoring the workforce plan: The final step in the manpower planning process is to implement the workforce plan and monitor its progress to ensure that the organization's future workforce needs are being met. This may involve regular review and assessment of the plan to identify any necessary changes or adjustments.
In conclusion, manpower planning is a vital aspect of human resource management that involves forecasting future workforce needs, analyzing the current workforce, identifying any gaps or surplus, and developing and implementing a plan to meet those needs. It helps organizations ensure that they have the right people in the right roles at the right time to support their business goals and objectives.
Manpower Planning: Meaning, Factors, Objectives and Principles
For this reason, a method of this type proves to be inadaptable for emerging sectors undergoing fast-paced growth with only small amounts of statistical data on the industry as a whole and manpower available. These patterns were identified and arranged as a sequence events followed in moving an object. This takes a great deal of planning and foresight to successfully achieve. Job analysis and knowledge of work and historical records if available to determine manpower requirements, skills, responsibilities required of the job holder, type of position to be manned, etc. Importance of Manpower Planning 1. On the basis of these graphs, wastage rate or stability rate can be determined.
Human Resource Planning: Features, Process & Benefits
Employers may resist manpower planning, feeling, as it tends to it increase the cost of manpower. This is possible through staffing and its related activities Performance appraisal, training and development, remuneration. Top management is concerned with strategic planning whereas middle management is incharge of administrative planning. An organization must have a sufficient number of qualified persons and they must available at the appropriate time. There are two types of sources for manpower supply, viz.
Manpower Planning: Meaning, Concept, Importance, Process & Limitations
Both present and future characteristics of personnel are recorded in the manpower inventory. First, planning specifies the objectives which are to be achieved within a specified period. 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. . The two estimates seldom match with each other. Therefore, staffing becomes a key to all managerial functions.
Other reasons of wastage may be expansion and modernisation of plant, retirement, promotion, transfer and training of workers etc. Stainer suggested nine strategies for manpower planning which are stated as follows: a Collection, maintenance and interpretation of relevant information regarding human resources. In fact, this is the primary objective of manpower planning. Better Human Relations: ADVERTISEMENTS: A concern can stabilize itself if human relations develop and are strong. Techniques of Manpower Planning: I. This is because of the facts like man-machine ratio and change in productivity etc. Assessment of the Manpower Situation: Human Resource Planning deals with collecting all possible information which is basically regarding educational qualifications, experience, abilities, aptitudes performance, date of joining, date of birth and date of retirement etc.
In every organization the management must identify working employees who can put more work and that way they can delegate the responsibility with of course good pay pack. Matching Human Resource Requirements with Availability: Requirement and availability of human resources is based on continuous checking human resource audit of the utilization of the existing resources, manpower wastage potential losses , and how an organization collects, maintains, analyzes, and reports information on people and jobs human resource information system. Planning is Future Oriented 4. Continuous Process: Planning is a continuous process. At the two level, such formats as sent by different departments are considered by an administration committee.
More importantly yet, with a Markov chain, one can obtain long-term average probabilities or equilibrium probabilities. Forward Looking: Planning is primarily concerned with looking into future. If required, various jobs are redesigned considering the organisational and unit-wise plans and programmes, quantum of future work, activities, tasks, etc. Over-staffing not only increases direct cost salary but adversely affects the cost of training, housing amenities etc. Now the question is that how an organization can move from its current manpower state to the preferred manpower state? In an industrial undertaking this is done very carefully by- External agencies such as professional consultants and suppliers of plant and machinery for they have the knowledge of working of similar units. Manpower planning provides assistance to line managers in figuring out the problems in the management of employees in an organization. It is the basic function of every manager, irrespective of his level and position.
Definition Importance Affected Factors of Manpower Planning
For example, at the Ripe Tomato, a growing family dining chain, each restaurant manager is responsible for employment forecasts. For example, the recruitment process of a project manager will be quite long and serious than the recruitment of a labor worker. A technical staff development committee with certain responsibility of technical skills along with the staff development committee is also created in many big corporate firms. Sometimes, top management remains reluctant and does not support because of inherent uncertainty. Experience shows that opportunities, if they are not identified and exploited in time, may slip away forever.
What do you mean by Manpower planning? What are its feature and objectives?
Another thumb rule is based on past experience that one person can produce 2000 units of output per day and accordingly 5 employees needed for 10,000 units as a matter of forecast. The experience of the manager based on direct and intimate knowledge of the working of similar shops. Productivity plan will indicate reasons for employee productivity or reducing employees costs through work simplification studies, mechanisation, productivity bargaining, incentives and profit sharing schemes, job redesign, etc. This process allows the organization to determine accurate hiring goals. ADVERTISEMENTS: For example —Every business prepares forecast for a financial year. Recruitment consultants many companies recruit through recruitment consultants, Executive search companies, and head-hunters. This firm maintains this 1:12 ratio because it has proved successful in the past.
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