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Effective Manpower Planning Strategies

Manpower planning involves having the right people with the right skills in the right jobs at the right time. It benefits the organization by helping them face competition with a strategic approach. Manpower planning involves forecasting future needs, assessing current staff utilization, anticipating future problems, and planning recruitment, selection, training, and development. Job analysis is a fundamental part of manpower planning as it helps organize staff and informs recruitment, placement, training, and productivity improvements. Recruitment can be internal through promotion or external through advertisements, agencies, or other organizations.

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Manoj Khandelwal
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63 views2 pages

Effective Manpower Planning Strategies

Manpower planning involves having the right people with the right skills in the right jobs at the right time. It benefits the organization by helping them face competition with a strategic approach. Manpower planning involves forecasting future needs, assessing current staff utilization, anticipating future problems, and planning recruitment, selection, training, and development. Job analysis is a fundamental part of manpower planning as it helps organize staff and informs recruitment, placement, training, and productivity improvements. Recruitment can be internal through promotion or external through advertisements, agencies, or other organizations.

Uploaded by

Manoj Khandelwal
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Lecture 2 (Staffing) Manpower planning Right number of people, right kind of people, at right place, at the right time

doing right things (best suitable for them) In the past employees as and when required and presently formal manpower planning is required Benefits: 1) personal needs of the organisation 2) Face competition 3) Strategic approach 4) Smooth working Key words: 5) Procure correct individuals Procurement obtaining 6) Internal promotions (Managerial succession plans) Comprehensive - full 7) Avoid breakdowns and under utilisation of plant capacity Aptitude skill, talent 8) Surplus manpower if any Strategy Plan Activities involved in Manpower planning (basically projecting manpower in future) 1) forecasting of future manpower requirement 2) Making an inventory of current MP and assess the optimum utilization of the same 3) Anticipating MP problem with regards to future 4) Planning recruitment, selection, training, development It should not be rigid, and should be amenable to future scenarios Integrate Put together Inventory List Optimum best Utilization use Anticipate expect Amenable agreeable

Practical factors determining MP planning are production and sales forecast, work-load analysis, workforce analysis and turnover of employees. Quality of personal is determined by Job analysis, job description and personnel specification Job analysis helps in determining job description and personnel specification. Is considered as a fundamental part as it helps in 1) Organising and integrating the work force 2) Recruitment, selection and placement 3) Transfers and promotions 4) Training programmes 5) Wages and salary 6) Improvement in working conditions 7) Raising productivity Job description on the basis of job analysis job is studied and systematically explained, a factual statement of work details Personnel specification summary of personal qualities for successful performance of job Recruitment Searching for prospective employees and encouraging them to apply for jobs, positive approach 2 ways Internal and External

Internal transfer, promotion, rehiring Advantage: 1) simple & economical 2) employer in a better position to judge the employee 3) improves morale of employee 4) loyalty among employee 5) easily inducted and trained Disadvantage: 1) no fresh blood in organisation, leads to inbreeding 2) promotion is based on seniority, may be unsuitable 3) doesnt provide equal opportunity to qualified persons 4) lower levels strictly external

Key words:

External outside organisation 1) Recommended by present, past or trade unions 2) Agencies (recruitment agencies) 3) Advertisements 4) Institutions 5) Contractors or jobbers 6) Temporary or badli workers Advantages 1) Goodwill among employees 2) Open advertisement gives wide scope 3) very helpful in filling up managerial position requiring technical and professional qualifications Disadvantages 1) brings family clique 2) expensive and time consuming

Induct Introduce Clique circle/group Attitude outlook Elicit bring out Proficiency skill Dominant leading

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