ManPower planning

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Manpower Planning, HR planning Training course. Course duration is one day.

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Manpower planning:

Manpower planning Prepared by : Gihan A boueleish

Objectives;:

Objectives; Manpower planning Definition. Forecast personnel requirements Cope with change Use existing manpower productively Promote employees in a systematic manner. Recruitment; Dif., Policy, Objectives & internal/external recruitment. Assessing HR Strategy. HRP , process , inventory , Gap , Limitations & Effectiveness. Wednesday, January 18, 2012 MANPOWER PLANNING - Gihan Aboueleish

Manpower Planning definition ; :

Manpower Planning definition ; According to Geisler , “Manpower planning is the process – including forecasting, developing and controlling by which a firm ensures that it has- • The right number of people, • The right kind of people, • At the right places, • At the right time, doing work for which they are economically most useful”. Wednesday, January 18, 2012 MANPOWER PLANNING - Gihan Aboueleish

Manpower Planning definition ; :

Manpower Planning definition ; Human resource planning is the process of anticipating and carrying out the movement of people into , within, and out of the organization. Human resources planning is done to achieve the optimum use of human resources and to have the correct number and types of employees needed to meet organizational goals . Wednesday, January 18, 2012 MANPOWER PLANNING - Gihan Aboueleish

Some facts :

Some facts HRM= People Dimension in Management HRM has 4 steps: ATMM (Acquisition, Training and Development, Motivation & Maintenance ) Getting and Keeping good people is critical to the success of every organization whether it be public or private Wednesday, January 18, 2012 MANPOWER PLANNING - Gihan Aboueleish

There is only one constant in the universe.:

There is only one constant in the universe. “Change” Wednesday, January 18, 2012 MANPOWER PLANNING - Gihan Aboueleish

What is HR Planning ?:

What is HR Planning ? Human Resource Planning is the process by which an organization ensures that it has the right number and kind of people, at the right places, at the right time, capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives. ( Source: Decenzo and Robbins 2000, Personnel/Human Resource Management )) HR/ Manpower Planning is the process of acquiring and utilizing human resources in the organization. It ensures that the organization has the right number of employees in the right place at the right time. ( Source: Adhikari , Dev Raj, 2001, Human Resource Management ) Wednesday, January 18, 2012 MANPOWER PLANNING - Gihan Aboueleish

IMPORTANCE of planning;:

IMPORTANCE of planning; Reservoir of talent. Prepare people for future. Expand or contract. Cut costs. Succession planning Wednesday, January 18, 2012 MANPOWER PLANNING - Gihan Aboueleish

Why Human Resource Planning is important ? :

Why Human Resource Planning is important ? Linking business strategy with operational strategy: HRP is an important process to maintain the link between business strategy and it operation. It follows different procedures including the need to assess the impact of technological changes on new jobs and new skills. (Example: Nepal Telecom staff used to operate Wireless Set before, but at present complex IT equipments must to handle.) Wednesday, January 18, 2012 MANPOWER PLANNING - Gihan Aboueleish

Why Human Resource Planning is important ? :

Why Human Resource Planning is important ? Minimizing the risk of loosing: By forecasting the needs of technical and other human resources it can minimize the future risk of loosing. Delay in recognizing human resources might be costly and expensive in the future . (Example: Government run banks are compelled to upgrade own staff by providing latest skills and knowledge to them to compete with other fast growing banking organizations.) Wednesday, January 18, 2012 MANPOWER PLANNING - Gihan Aboueleish

Why Human Resource Planning is important ? :

Why Human Resource Planning is important ? HRP needs for HRD : HRP is important for planning the investment in the development and utilization of human resources. Any investment in the HR activities is considered an investment for the future growth and development of the organization . (Example: When curriculum has to be changed, required knowledge and skills of teachers/instructors should be developed prior to implement the new curriculum. So, educational institutions have to be aware of that) Wednesday, January 18, 2012 MANPOWER PLANNING - Gihan Aboueleish

Why Human Resource Planning is important ? :

Why Human Resource Planning is important ? HRP is pro-active, not reactive : For solving any sort of future HR problem HRP is pro-active rather than re-active. (Example: HRP might be helpful to accommodate government legislation regarding inclusion, qualification, possible future demand of trade unions) Wednesday, January 18, 2012 MANPOWER PLANNING - Gihan Aboueleish

Why Human Resource Planning is important ? :

Why Human Resource Planning is important ? HRP is not in isolation : HRP recognizes that there must be an explicit link between planning function of human resources and other organizational functions, such as strategic planning and market forecasting. Wednesday, January 18, 2012 MANPOWER PLANNING - Gihan Aboueleish

Why Human Resource Planning is important ? :

Why Human Resource Planning is important ? HRP is promotes awareness : HRP promotes the awareness that human resource activities are equally important at every level of the organization. Both lone and staff managers have to be involved in HR planning activities. Wednesday, January 18, 2012 MANPOWER PLANNING - Gihan Aboueleish

Salient features of HRP; :

Salient features of HRP; It’s a systematic approach. Why??? ‘cause it ensures a continuous and proper staffing. It avoids or checks on occupational imbalances (shortage or surplus) occurring in any of the department of the organization . 2. There is a visible continuity in the process . 3. There is a certain degree of flexibility. That is, it is subject to modifications according to needs of the organization or the changing circumstances. Manpower plans can be done at micro or the macro levels 3depending upon various environmental factors. Wednesday, January 18, 2012 MANPOWER PLANNING - Gihan Aboueleish

HRP A Continuous Process;:

HRP A Continuous Process; Forecasting future manpower requirements . Making an inventory of present manpower resources and assessing the extent to which these resources are employed optimally . Anticipating manpower problems by projecting present resources into the future Planning the necessary programs of requirement, selection , training, development, utilization etc Wednesday, January 18, 2012 MANPOWER PLANNING - Gihan Aboueleish

PowerPoint Presentation:

Wednesday, January 18, 2012 MANPOWER PLANNING - Gihan Aboueleish

PowerPoint Presentation:

Wednesday, January 18, 2012 MANPOWER PLANNING - Gihan Aboueleish

Recruitment; :

Recruitment; Purpose of recruitment is to build a pool of applicants. It consists of the process of searching fore obtaining application so as to seek the right person for the right job during the selection process. Recruitment precedes selection process recruitment is affected by internal as well as external factors of the organization. Wednesday, January 18, 2012 MANPOWER PLANNING - Gihan Aboueleish

Recruitment Policy;:

Recruitment Policy; Recruitment policy is a part of the personnel policy of the organization. It reflects the philosophy of hiring people related to the needs of the culture of the organization. Factors taken into account when forming recruitment policy are governmental policies & laws , personnel policies of competitors , industry practices , recruitment needs , selection criteria , etc. Wednesday, January 18, 2012 MANPOWER PLANNING - Gihan Aboueleish

Objectives of recruitment;:

Objectives of recruitment; To attract people with multiple skills & experience. To induct outsiders with fresh new look. To develop organizational culture that promotes competence. To extract the best talent from the competitors & gain leverage over them. To fill in position which are yet to be defined or future positions. Wednesday, January 18, 2012 MANPOWER PLANNING - Gihan Aboueleish

Internal recruitment;:

Internal recruitment; Internal recruitment seeks applications for positions from employees who are already working within the organization . It’s done through ; Present employee. Employee referral Former employee. Previous applications. Wednesday, January 18, 2012 MANPOWER PLANNING - Gihan Aboueleish

Internal & external recruitment;:

Internal & external recruitment; Advantages & Disadvantages of internal /external recruitment. “ Open discussion” Wednesday, January 18, 2012 MANPOWER PLANNING - Gihan Aboueleish

Assessing Human Resource Strategy:

Assessing Human Resource Strategy How strategy affects? The organization’s objectives and strategies for the future determine future need of human resources. It means number and mix of human resources are reaction to the overall organizational strategy. Wednesday, January 18, 2012 MANPOWER PLANNING - Gihan Aboueleish

Assessing Human Resource Strategy:

Assessing Human Resource Strategy Implications of future demands Projection of future human resource needs and future direction of the organization is done basing upon the assessment of its current human resources situation. So, year by year analysis for every job level and type is necessary. Organization usually needs heterogeneous mix of people but it is not easy task to maintain all type of people in the organization. If accurate estimates are to be made of future demand in both qualitative and quantitative terms, a lot of information is required. Wednesday, January 18, 2012 MANPOWER PLANNING - Gihan Aboueleish

Assessing Human Resource Strategy:

Assessing Human Resource Strategy Implications of future supply Increase and decrease of future human resources assessed by estimating changes in internal supply looking at different factors of changes. So, increasing and decreasing of human resources is normal. Wednesday, January 18, 2012 MANPOWER PLANNING - Gihan Aboueleish

Assessing Human Resource Strategy:

Assessing Human Resource Strategy Increasing supply Increment in human resource supply can be done by combination of following sources: New hiring : easily predictable with high accuracy Transfer of personnel: affects in other unit and so difficult. Individuals returning from long leaves: Such as maternity, military service. These are easy to estimate as they are for fixed period. But difficulties arises when the period exceeds not from the cause of the organization. In this situation the organization can not fire the employee as per legislation. Wednesday, January 18, 2012 MANPOWER PLANNING - Gihan Aboueleish

Assessing Human Resource Strategy:

Assessing Human Resource Strategy Decreasing supply Decrease in human resource supply can be done by combination of following sources: Retirements : easily predictable with high accuracy but very difficult to forecast voluntary quits, prolonged illness and deaths. Dismissals: It can be forecast within reasonable limits of accuracy. Sabbaticals: easy to predict as it is given to the employees in frequent intervals, especially to the universities teachers usually with full salary paying. Wednesday, January 18, 2012 MANPOWER PLANNING - Gihan Aboueleish

PROCESS OF MANPOWER PLANNING:

PROCESS OF MANPOWER PLANNING Forecasting the Demand for Human Resource *External challenge -Economic development -Political, legal, social and technical change -Competition -Organizational decisions -Workforce factors Wednesday, January 18, 2012 MANPOWER PLANNING - Gihan Aboueleish

PowerPoint Presentation:

* External challenge -Forecasting techniques - Expert forecast - Trend analysis. -Other methods Workforce analysis( av. loss mp ) Work load analysis( job/persons) Job analysis( job description & job specification) Wednesday, January 18, 2012 MANPOWER PLANNING - Gihan Aboueleish

Preparing Manpower Inventory :

Preparing Manpower Inventory Internal labor supply (techniques) -Staffing table( employees / job) -Mark of analysis( past / future) -Skills inventory( record match with job) -Replacement chart( profile of people ) External labor supply Wednesday, January 18, 2012 MANPOWER PLANNING - Gihan Aboueleish

Determining Manpower Gaps :

Determining Manpower Gaps Demand Supply Reconciliation of manpower needed. Formulating HR Plans Recruitment plan( no., type & when ) Redeployment plan(transfer &retrain ) Redundancy plan( layoffs ) Training plans Productivity plan( job redesign, mech., job simplification ) Retention plan( tackle turnover) Control p oints Wednesday, January 18, 2012 MANPOWER PLANNING - Gihan Aboueleish

Analyzing the demand:

Analyzing the demand A. Workforce analysis to determine the rate of influx and outflow of employee. B . Workload analysis, with which one can calculate the numbers of persons required for various jobs with reference to a planned output. C . Job analysis: Job analysis helps in finding out the abilities or skills required to do the jobs efficiently. Wednesday, January 18, 2012 MANPOWER PLANNING - Gihan Aboueleish

RESPONSIBILITY FOR HR:

RESPONSIBILITY FOR HR Top level executives are responsible. Plans are laid by HRD in consultation with other dept. heads. HRD offer council and advice to dept. heads Wednesday, January 18, 2012 MANPOWER PLANNING - Gihan Aboueleish

LIMITATIONS OF HRP:

LIMITATIONS OF HRP Accuracy- Its not possible to track the current and future trends correctly. Support- Top management may not accept the policies of HRD. Number game- Excessive focus on quantitative aspects thereby ignoring qualitative aspects. Wednesday, January 18, 2012 MANPOWER PLANNING - Gihan Aboueleish

EFFECTIVE HRP:

EFFECTIVE HRP HR plan must fit in with the overall plan. Consistent support from top management should be there. Up-to-date employee skill inventory. Company should maintain computerized human resource information system. Proper co-ordination between HRD and other depts. Wednesday, January 18, 2012 MANPOWER PLANNING - Gihan Aboueleish

Thank you:

Thank you

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