Manpower Planning_ chapter1

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This chapter revels the basic of Manpower planning, need and importance and reasons ....

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Manpower Planning Chapter 1:

By Mohammed Quadir Mohiuddin Faculty of Human Resource Department of Business Studies Ibri College of Technology Sultanate of oman Manpower Planning Chapter 1 Mohammed Quadir Mohiuddin

Introduction :

Introduction Manpower Planning is the process by which management determines how an organization should move from its current manpower position to its desired manpower position. Through it management tries to have the right number and the right kind of people at the right place, at the right time, doing things which result in both, organization and the individual receiving maximum long range benefit. Mohammed Quadir Mohiuddin

Definition :

Definition Steiner defines manpower planning as the “strategy for the acquisition, utilisation, improvement and preservation of an organisation’s human resources. It is aimed at coordinating the requirements for and the availability of different types of employees.” In short it can be said that manpower planning is the process of determining manpower needs and formulating plans to meet these needs. Mohammed Quadir Mohiuddin

Characteristics of Manpower Planning :

Characteristics of Manpower Planning Manpower planning like all planning is forward looking or future oriented. It involves forecasts of the manpower needs in a future time period so that adequate and timely provision may be made to meet the needs. Mohammed Quadir Mohiuddin

Characteristics of Manpower Planning:

Characteristics of Manpower Planning Manpower planning is an on-going or continuous process because the demand for and the supply of human resources undergo frequent changes. It is not static but subject to review and revision in accordance with the needs of the organisation and the changing environment. Mohammed Quadir Mohiuddin

Characteristics of Manpower Planning:

Characteristics of Manpower Planning Manpower planning is an integral part of corporate planning. Without a corporate plan, there can be no manpower plan. Whether the manpower plans meets the organisation requirements depends on how clearly the goals are defined. Mohammed Quadir Mohiuddin

Characteristics of Manpower Planning:

Characteristics of Manpower Planning The basic purpose of manpower planning is to make optimum utilisation of organisations current and future human resources. In order to maximise the return on investment in human resources, it is necessary to relate human resources to future needs of the organisation. Mohammed Quadir Mohiuddin

Characteristics of Manpower Planning:

Characteristics of Manpower Planning Manpower planning has both quantitative and qualitative aspects. The former implies the right number of employees while the later means the right talent required in the organisation. Manpower planning is the primary responsibility of management so as to ensure effective utilisation of the organisations human resources. Mohammed Quadir Mohiuddin

Characteristics of Manpower Planning:

Characteristics of Manpower Planning Manpower plans can be short term or long term. Long range plans are made for a period of five years or more on the basis of trends in the economy, labour market and production. Mohammed Quadir Mohiuddin

Characteristics of Manpower Planning:

Characteristics of Manpower Planning These reflect management thinking on the organisational structure, business environment and human resource policies. Short term manpower plans are cover periods ranging from one year to less than five years. The basic concern of short term plans is to fill existing jobs. Long term and short term plans support each other. Mohammed Quadir Mohiuddin

Characteristics of Manpower Planning:

Characteristics of Manpower Planning Manpower planning is a two phased process involving calculation about the demand for and supply of human resources so as to get a balance between the two. A manpower plans consists of two sub plans: A manpower demand plan, and A manpower supply plan.   Mohammed Quadir Mohiuddin

Characteristics of Manpower Planning:

Characteristics of Manpower Planning Manpower planning is based on the recognition that manpower is an asset which grows or appreciates over time. Mohammed Quadir Mohiuddin

Characteristics of Manpower Planning:

Characteristics of Manpower Planning Manpower planning involves study of the manpower environment which influences the demand for manpower and its supply. It also involves study of manpower utilisation. Mohammed Quadir Mohiuddin

Objectives of Manpower Planning:

Objectives of Manpower Planning The main objectives of manpower planning are as follows: To ensure optimum use of existing human resources To forecast future requirements for human resources To provide control measures to ensure that necessary human resources are available as and when required To link human resource planning with organisational planning To assess surplus and shortage of manpower Mohammed Quadir Mohiuddin

Objectives of Manpower Planning:

Objectives of Manpower Planning To anticipate the impact of technology on jobs and human resources To determine the level of recruitment and training To estimate the cost of human resources To provide basic management development plans To meet the needs of expansion, diversification plans Mohammed Quadir Mohiuddin

Reasons for increased importance of Manpower Planning :

Reasons for increased importance of Manpower Planning In recent years the focus on manpower planning has increased due to several reasons :   Employment situation Technological changes Organisational Change Demographic Changes Lead Time Increased Mobility Shortage of skills Legal controls Mohammed Quadir Mohiuddin

Employment situation :

Employment situation On the one hand the number of educated unemployed is increasing; on the other hand, there is shortage of manpower in many sectors. This situation requires more effective training of people. Underdeveloped countries find that shortage of talented and skilled manpower is a major obstacle to their industrial progress and they have to import certain skills. This situation has put more importance on proper manpower planning. Mohammed Quadir Mohiuddin

Technological changes :

Technological changes The widespread and rapid changes in production technology have affected the content and context of jobs. These changes create problems concerning redundancies, retraining and redeployment of personnel. Systematic manpower planning can help to solve these problems. Mohammed Quadir Mohiuddin

Organisational change :

Organisational change Due to complexities of business, the size of firms is changing. A lot of merger and acquisition activity is going all over the world. The environment of business has become more turbulent as compared to past. These rapid changes in environment require changes in organisational structure. New manpower strategies are required to meet these challenges. Mohammed Quadir Mohiuddin

Demographic changes :

Demographic changes The demographic profile of workforce is changing. More women are joining organisations. The educational levels are also increasing. These changes in the profile of workforce require changes in manpower policies thus making manpower planning more important. Mohammed Quadir Mohiuddin

Lead time :

Lead time Lead time is required for selection and training of employees to handle new jobs and technology successfully. This requires long manpower planning . Mohammed Quadir Mohiuddin

Increased mobility:

Increased mobility With increasing mobility, employers find it difficult to retain talented personnel. Effective manpower planning helps to reduce employee turnover. Mohammed Quadir Mohiuddin

Shortage of skills :

Shortage of skills Organisations have become more complex and require various types of specialised skills. These skills are scarce and problems arise when employees with these skills leave an organisation, thus making manpower planning more important. Mohammed Quadir Mohiuddin

Legal controls :

Legal controls Laws regarding working conditions, working hours, women and child labour, casual and contract labour etc., does not allow organisations to hire and fire at will. Therefore organisations must look ahead and foresee manpower problems with the help of systematic manpower planning. Mohammed Quadir Mohiuddin

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