Man power planning
Manpower Planning which is also called as Human Resource Planning
consists of putting right number of people, right kind of people at the right
place, right time, doing the right things for which they are suited for the
achievement of goals of the organization. Human Resource Planning has to
be a systems approach and is carried out in a set procedure. The procedure
is as follows:
1. Analysing the current manpower inventory
2. Making future manpower forecasts
3. Developing employment programmes
4. Design training programmes
A personnel manager and a human resources manager are basically the same thing.
The term 'personnel' is an old school expression. 'Human resources' is merely its
contemporary replacement.
As for punctuality and absenteeism, human resources typically deals with it based
on whatever the company guidelines state. If your organization has an employee
handbook, it should clearly outline what is expected with regard to an employee's
responsibility for calling their supervisor if they are going to be absent or late. It
should also outline what steps will be taken if they fail to comply.
HR responsibility
To assist, counsel and pressurise the Top management to plan and establish
objectives.
2)To collect and summarize data with the long term objective of total business plan.
3)To monitor and measure performance against the plan and keep the top
management informed about it; and
4)To provide research necessary for effective manpower and organisational
planning.
Managing absenteesem
For most companies, the responsibility for managing absenteeism has fallen
primarily on immediate line managers. These managers are often the only
people who are aware that a certain employee is absent. They are in the best
position to understand the circumstances surrounding an individuals
absence and to notice a problem at an early stage. Therefore, their active
involvement in the companys absence procedures is pivotal to the overall
effectiveness and future success of an absence policy or program.
Their role of managing absenteeism, they need to have the full support of
senior management and HR department. All parties must be aware of the
aim of absence policies and procedures.
The Responsibilities of the line manager
In addition to ensuring that work is appropriately covered during the
employees absence, there are a number of other critical actions that
supervisors need to take to manage absenteeism. They should:
ensure that all employees are fully aware of the organizations policies
and procedures for dealing with absence,
be the first point of contact when an employee phones in sick,
maintain appropriately detailed, accurate, and up-to-date absence
records for their staff, (e.g., date, nature of illness/reason for absence,
expected return to work date, doctors certification if necessary),
identify any patterns or trends of absences which cause concern,
conduct return-to-work interviews, and
implement disciplinary procedures where necessary.
But there is no improvement in the absence pattern has occurred, a second formal meeting will
be arranged with HR department. The letter inviting the employee to the meeting will include the
absence record and, again, advice on representation.and give a warning.
if it did not work the next step may proceed with a temporary suspension without pay.This
descion taken by HR department.
Utilization of Resources
One of the steps in creating a corporate manpower plan is to analyze the
background and experience of each employee. Matching up qualified employees
with job tasks is one of the primary functions of corporate manpower planning
Human resources and line managers need to do a comprehensive audit of employee
skill sets in the initial phases of manpower planning. This is done by reviewing
employee applications and resumes, having one-on-one meetings with employees
and reviewing employee training records.
Responsibilities of Hr department
Serve as a link between management and employees by handling questions,
interpreting and administering contracts and helping resolve work-related
problems.
Analyze and modify compensation and benefits policies to establish
competitive programs and ensure compliance with legal requirements.
Advise managers on organizational policy matters such as equal employment
opportunity and sexual harassment, and recommend needed changes.
Perform difficult staffing duties, including dealing with understaffing,
refereeing disputes, firing employees, and administering disciplinary
procedures.
Plan and conduct new employee orientation to foster positive attitude toward
organizational objectives.
Identify staff vacancies and recruit, interview and select applicants.
Plan, direct, supervise, and coordinate work activities of subordinates and
staff relating to employment, compensation, labor relations, and employee
relations.
Plan, organize, direct, control or coordinate the personnel, training, or labor
relations activities of an organization.
Represent organization at personnel-related hearings and investigations.
Administer compensation, benefits and performance management systems,
and safety and recreation programs.
3.Projection
Manpower planning is used by management to project future staff needs based on
the company business plan. Managers compare the current workforce to future job
skill needs and take a head count to make sure there are enough employees to
meet production goals. This allows managers to address areas of future company
growth and develop recruiting programs to bring in new talent.
The usual process is to forecast revenues first and then estimate the size of the staff required to
achieve this sales volume. Here, HR managers use several techniques.
Trend Analysis:
Trend analysis means studying variation in your firms employment levels over the last few
years. You might compute the number of employees in your firm at the end of each of the last
five years, or perhaps the number in each subgroup (like sales, production, secretarial, and
administrative) at the end of each of those years.
Ratio analysis: Another approach, ratio analysis, means making forecasts based on the ratio
between (1) some causal factor like sales volume and (2) the number of employees required (for
instance number of sales people).
Exit Interviews
To maintain a productive workforce, a company needs to understand employee turnover. Exit
interviews with departing employees help managers understand the work conditions, company
policies or workplace culture issues that are causing qualified employees to leave the company.
Managers use this information to improve employee retention and enhance the ability to execute
corporate manpower plans.
HR department responsibilities
1.Hiring the right people from the start, most experts agree, is the single best way to reduce
employee turnover. Interview and vet candidates carefully, not just to ensure they have the right
skills but also that they fit well with the company culture, managers and co-workers.
2) Setting the right compensation and benefits is important too. Work with human resources to
get current data on industry pay packages, and get creative when necessary with benefits, flexible
work schedules and bonus structures.
3)arrange social events.through that can avoid the labour turn over
4) Staff training and development
Ensure that line managers are partaking in regular 1-2-1 meeting with their team members to
discuss how they feel about their job, their future, and their general feeling about the working
environment.
5)increase benifits
salary increases are always welcome by employees, but there are plenty of other things you can
do you improve the general workplace morale.
responsibilities of line managers
1. Communicating with employees there's nothing that makes people feel more
uncomfortable than an air of secrecy around the business. Be open about your employees,
share your vision of the future and let them know how they fit into the overall business
goals.
2. Listening to employees encourage your employees to form a committee that can
discuss the issues that matter to them and have representatives who can come to the
management team. You won't be able to take on all their suggestions, but it's important to
give them your full consideration.
3. Arrange good working environment-Employyes always expect social interaction and a
rewarding work environment. They need respect and recognition from managers, and a
challenging position with room to learn and move up.
