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Manpower Planning: By: Dr. Priti Dubey

Manpower planning involves forecasting an organization's future workforce needs and ensuring the right people are available. It includes analyzing current jobs, planning future requirements, and developing employees. The objectives are to fully utilize current staff, fill future needs, support growth, and efficiently achieve goals. Factors like products, performance, and hours lost impact planning. Advantages include optimal resource use, facilities for education, and economic development. Job analysis identifies job duties, requirements, and performance standards to aid recruitment, utilization, restructuring, training, and evaluation.

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Priti Dubey
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74 views

Manpower Planning: By: Dr. Priti Dubey

Manpower planning involves forecasting an organization's future workforce needs and ensuring the right people are available. It includes analyzing current jobs, planning future requirements, and developing employees. The objectives are to fully utilize current staff, fill future needs, support growth, and efficiently achieve goals. Factors like products, performance, and hours lost impact planning. Advantages include optimal resource use, facilities for education, and economic development. Job analysis identifies job duties, requirements, and performance standards to aid recruitment, utilization, restructuring, training, and evaluation.

Uploaded by

Priti Dubey
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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By: Dr.

Priti Dubey

MANPOWER PLANNING
CONTENTS
 Concepts  Advantages
 Objectives  Job analysis
 Characteristics  Job description
 Importance  Example   
 Types of manpower  Job specification
planning  Types of job analysis
 Process  Job analysis program
 Example and its uses
 Factors affecting  Methods of collecting
manpower planning job analysis information
MEANING

Manpower planning is the process which includes


forecasting, developing and controlling by which a
firm ensures that it has:-
 The right number of people.
 The right kind of people
 At right place
 At right time.
Manpower planning is also known as personnel
planning or human resource planning.
CONCEPT

Manpower planning involves two stages:


 Planning of manpower requirements
 Planning of manpower supplies
OBJECTIVES
 To utilize the present employees fully.
 To fill up future manpower requirements.
 To check the development of the employees for
organizational growth.
 To achieve organizational goals in an efficient
way.
 To manage and utilize resources properly and
effectively.
CHARACTERISTICS
 Future oriented.
 Continuous process
 Optimum utilization of human resources
 Right kinds and numbers
 Determination of demand and supply
 Environmental influence
IMPORTANCE
 The first step towards manpower management.
 Using available assets for the implementation of
the business plans.
 Coordinates and controls various activities in the
organization.
 Efficient utilization & skilled labour.
 Higher productivity.
TYPES OF MANPOWER PLANNING (CONTD.)

Level based manpower planning


 National level (macro level)

• central government plans for human resources for the


entire nation.
• It anticipates the demand for and supply of human
requirements at national level. e.g. Government sectors

 Industrial level (micro level)


• In this level, planning is done to suit manpower needs of a
particular industry. e.g. engineering, heavy industries, paper
industries, public utility, textile/chemical industries.
TYPES OF MANPOWER PLANNING (CONTD.)

Period based manpower planning :


 Short term

• Prepared for a period of 1 year


• This types of plans are made as a part of 5 years plans at national level.
• Useful at company level.
 Medium term

• Made for 2 to 5 years


• Prepared as a financial planning at national level
• For employment opportunities and training and development of employees.
 Long term

• Made for 10 to 15 years.


• Estimates man power needs of a nation
• Rises educational and training
FACTORS AFFECTING MANPOWER PLANNING

 Product mix :
• Optimum productive capacity and sales forecast
• Optimum utilization of human and material resources
 Performance mix :
• Depends upon the working conditions, bonus schemes, suitable
incentive plan, training program, motivation etc.
• Motivation directly proportional to performance rate and
inversely proportional to the labour capacity
 Hour lost :
• If productive man hours lost are less, there available productive
hours will be more and less manpower will be needed.
ADVANTAGES
 Manpower planning ensures optimum use of
available human resources.
 It is useful both for organization and nation.
 It generates facilities to educate people in the
organization.
 It brings about fast economic developments.
 It boosts the geographical mobility of labor.
JOB ANALYSIS & DESCRIPTION
EXAMPLE FOR NURSING SUPERINTENDENT
 She will be responsible and overall In-charge of Nursing
Services in a hospital or specialized centres irrespective of
the number of beds.
 She will carry out regular rounds of the hospital.
 She will ensure safe and efficient care rendered to patients
in various wards etc.
 She will prepare budgets for nursing services.
 She will be a member of various condemnation boards for
linen and other hospital stores.
 She will be responsible for counselling and guidance of
sub-ordinate staff.
JOB ANALYSIS PROGRAM AND ITS USES
 Recruitment and replacement
 Better utilization of workers
 Job restructuring
 Vocational Counselling
 Training
 Performance evaluation
 Occupational safety
METHODS OF COLLECTING JOB ANALYSIS INFORMATION

 Interview
 Questionnaires
 Observation
 Participant Diary/Logs
 Quantitative Job Analysis Techniques
 Using Multiple Sources of Information
Thanks

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