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MANPOWER MANPOWER PLANNINGPLANNING
HUMAN RESOURCE PLANNINGHUMAN RESOURCE PLANNING
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A strategy for the acquisition, A strategy for the acquisition, utilisation,improvement and retention of utilisation,improvement and retention of an enterprisean enterprise’s human resources’s human resources
METHODOLOGYMETHODOLOGY1. Forecasting demand1. Forecasting demand2. Forecasting supply2. Forecasting supply
InternalInternal ExternalExternal
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3. Reconciling supply/demand3. Reconciling supply/demand 4. Monitoring manpower utilisation4. Monitoring manpower utilisation
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SOME MANPOWER SOME MANPOWER PLANNING ISSUESPLANNING ISSUES
1. How does manpower planning tie in with 1. How does manpower planning tie in with corporate planning?corporate planning?
2. Who should manpower plan?2. Who should manpower plan?3. What detail and accuracy are required in 3. What detail and accuracy are required in
manpower forecasts?manpower forecasts?4. Over what period should forecasts and 4. Over what period should forecasts and
plans be attempted?plans be attempted?
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5. How does manpower planning link up 5. How does manpower planning link up with:with:Recruitment?Recruitment?Training?Training?Remuneration?Remuneration? IR?IR?
6. What changes in the organisation6. What changes in the organisation’s ’s environment will need reflecting in the environment will need reflecting in the manpower plan?manpower plan?
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What is the job?: The job is the smallestWhat is the job?: The job is the smallestelement of the organization.element of the organization.
DefinitonsDefinitonsTask: Task: A piece of work which can be identified in terms A piece of work which can be identified in terms of its and results or objectives.of its and results or objectives.Job: Job: A number of tasks are sufficiently alike to be A number of tasks are sufficiently alike to be groupped together and allocated to as groupped together and allocated to as individual.individual.
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Position:Position: The individualThe individual‘‘s place in the s place in the organization.organization.
Job description:Job description: A summary report of information relating A summary report of information relating to a particular job.to a particular job.
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Person specification:Person specification: A statement, derived from the job analysis A statement, derived from the job analysis process and the job description, of the process and the job description, of the characteristics that individual would need characteristics that individual would need to possess in order to fulfill the to possess in order to fulfill the requirements of the job.requirements of the job.Occupation: Occupation: A group of similar jobs.A group of similar jobs.
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MAIN APPROACHES TO MAIN APPROACHES TO JOB DESIGNJOB DESIGN
Restructuring individual jobRestructuring individual job Job rotationJob rotation Job enlargementJob enlargement Job enrichmentJob enrichment
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Broader organisational approachesBroader organisational approachesDesirable task and job characteristicsDesirable task and job characteristicsAutonomous work groupsAutonomous work groupsManagerial styleManagerial styleManagement of changeManagement of changePeople as ‘agents’People as ‘agents’Quality circlesQuality circles
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JOB DESIGNJOB DESIGN
Ideally a job should:Ideally a job should: constitute some sort of WHOLE constitute some sort of WHOLE
(ie. there should be an identifiable task)(ie. there should be an identifiable task) be seen as meaninful and WORTH DOINGbe seen as meaninful and WORTH DOING allow the worker to take DECISIONS within allow the worker to take DECISIONS within
the constraints set by the organisation. the constraints set by the organisation.
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Give direct FEEDBACK to the worker on Give direct FEEDBACK to the worker on his effectivenesshis effectiveness
Provide REWARDS which are SEEN TO Provide REWARDS which are SEEN TO BE FAIR for the inputs involved.BE FAIR for the inputs involved.
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