Manpower Planning

04/08/2023 03:20:48 AM 1

MANPOWER PLANNING

BY:Jitender Rajak Amit Yadav Priyank Singh Shailesh

Kumar Rahul Sinha VivekanandAbu Nasar Mukesh Lal

Basant Kumar

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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 :

1.Forecasting

2.Developing

3.Controlling

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Why MPP?

1.Ascertaining manpower needs in number and kind.

2.It presents an inventory of existing manpower of the organization.

3.Helps in determining the shortfall or surplus of manpower.

4.Initiation of various organizational programmes.

5.Acquisition, utilization, improvement and prevention of human resources.

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Importance of MPP

1.It checks the corporate plan of the organization.

2.It helps to face the shortage of certain categories of employees and/or variety of skills despite the problem of unemployment.

3.The rapid changes in technology, marketing, management etc. and the consequent need for new skills and new categories of employees.

4.The changes in organization design and structure affecting manpower demand.

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Requirements of MPP at diff. levels:

National Level

Sector level

Industry level

Individual unit

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Human Resource Planning System.

Long Range

Objective and Plans

Overall Requirements

for human resourc

es

Inventory of

present human resourc

es

Net New Human resourc

es require

mnt

Action Programm

e for recruiting

and selecting needed

personnel.

Short term goals plans

programmes and budgets

Procedure for

evaluating effectiven

ess of human

resource planning.

Work force

requiremnts by occupati

onal categori

e

Inventory by

occupational

categories

Needed replacemnts or addition

s

Plans for upgrading, developin

g, transferrin

g in recriting.

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Affecting Human Resource Plan Factors

1.Internal Factors

2.External Factors

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Internal Factors

1.Policies and strategies of the company.

2.Human resource policy of the company.

3.Formal and Informal groups.

4.Time Horizons (long term or short term).

5.Company’s production operations policy.

6.Trade Unions

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External Factors

1.Government’s policies.

2.Business environment.

3.Level of Technology.

4.Social Factors.

5.International Factors.

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Problems in Human Resource Planning

1.Resistance by employer

2.Resistance by employees

3.Resistance by trade unions

4.Uncertainties

5.Inadequacies of Information system

6.Identify crisis

7.Slow and gradual process

8.Co-ordination with other management functions

9.Integration with organizational plans

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Stages in Human Resource Planning:

1.Analyzing org 2. Demand forecasting

Managerial JudgementWork study techniquesEmployment trendsReplacement needsGrowth and expansionProductivity

3. Supply ForecastingExisting inventoryPotential losses – temporary/permanentPotential additions

4.Estimating the net human resource requirement

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Contd…

5. In case of future surplus – plan for redeployment,

retrenchment and lay-off

6.In case of future deficit – forecast the future supply of human

resources from all sources with reference to plans of other

companies

7.Plan for recruitment, development and internal mobility if

future supply is more than or equal to net human resource

requirements

8.Plan to modify or adjust the organizational plan if future

supply will be inadequate with reference to future net

requirements.

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Effect of recession

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Thank You