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Manpower Planning Part-1

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30 views11 pages

Manpower Planning Part-1

Uploaded by

Raj Raj
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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MANPOWER

PLANNING PART-1
INTRODUCTION
◦ HRP or MPP may be defined as strategy for acquisition, utilisation, improvement
and preservation of the human resources of an enterprise.

◦ The objective is to provide right personnel for the right work and optimum
utilization of the existing human resource.

◦ The major activities of HRP include:


◦ Forecasting (future requirements).
◦ Inventorying (present strength).
◦ Anticipating (comparison of present and future requirements).
◦ Planning (necessary programme to meet future requirements).
◦ When Human Resource Planning is applied properly in the field of Human Resource
Management, it would assist to address the following questions:
1.How much number of staff does the Organisation have?
2. What type of employees as far as skills and abilities does the organisation have?
3. How should the Organisation best utilise the available human resources?
4.How can the organisation keep its employees?

◦ As per the definition of ILO “Human resources planning is the process by which
management ensures that it has the right personnel, who are capable of completing
those tasks that help the organisation reach its objectives. It involves the forecasting
of human resources needs and the projected matching of individuals with expected
vacancies”.
◦ According to Dale S. Beach, "Human resource planning is a process of determining
and assuring that the organisation will have an adequate number of qualified
persons, available at the proper times, performing jobs which meet the needs of the
enterprise and which provides satisfaction for the individuals involved."

◦ According to Coleman, "Manpower 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 organisation
OBJECTIVES OF MPP
1. To recruit and maintain the HR of requisite quantity and quality

2. To predict the employee turnover and make the arrangements for minimising
turnover and filing up of consequent vacancies.

3.To meet the requirements of the programmes of expansion, diversification etc.

4.To anticipate the impact of technology on work, existing employees and future
human resource requirements

5. To progress the knowledge, skill, standards, ability and discipline etc.


6. To appraise the surplus or shortage of human resources and take actions accordingly

7. To make the best use of its human resources.

8. To estimate the cost of human resources.


BENEFITS OF MPP
◦ To meet up requirements of the organisation: To do work in the organisation, every
organisation needs personnel of desired skill, knowledge and experience. This
human resources requirements of organisation can be effectively fulfilled through
proper human resource planning, It helps in defining the number od personnel as
well as kind of personnel required to satisfy ifs needs.
• It helps in checking labour imbalance: Human resource planning helps to anticipate
shortages and/or surpluses of manpower in the organisation. The shortage of
manpower as well as surplus of manpower is not good for the organisation. It
proves very expensive for the organisation.
◦ In case of shortage of human resources, physical resources of the organisation not
be properly utilised. In case of surplus of human resources, this resource may
remain under utilised
◦ It helps in counter balancing the problem of shortage and surplus employees very
comfortably.
◦ Right-sizing the human resource requirements of the organisation: In an existing
organisation there is a constant need for right-sizing the organisation. In the
organisation, some posts may fall vacant as a result of retirement, accidents,
resignations, promotions or death of employees. Consequently, there is
constant need of replacing people. Human resource planning estimates future
requirements of the organisation and helps to ensure that human resources of
right kind, right number, in right time and right place.

◦ To meet expansion and diversification needs of the organisation: It helps to


execute future plans of the organisation regarding, expansion, diversification
and modernisation. Through human resource planning it is ensured that
employees in right number and of right kind are available when required to
meet these needs of the organisation. It ensures that people of desired skills
and knowledge are available to handle the challenging job requirements.
◦ Training and Development of Employees: There is constant need of training and
development of employees as a result of changing requirements of the
organisation. It provides scope for advancement and development of employees
through training and development etc. Thus, it helps in meeting the future
needs of the organisation of highly skilled employees.

◦ Fulfil Individual Needs of the Employees: It helps to satisfy the individual needs
of the employees for promotions, transfer, better benefits etc.

◦ Helps in Formulation of Budgets: It helps in anticipating the cost of human


resources e.g. Salary and other benefits etc. It facilitates the formulation of
human resource budget for various departments/divisions of the organisation.
So, it may also help in, the formulation of suitable budgets in an organisation.
◦ To Check Joblessness: In the exercise of right-sizing of employees by the
organisation, some of employees may become surplus. It means their services
are no more required in the organisation. It tries to foresee the need for
redundancy. It plans to check job loss or to provide for alternative employment
in consultation with various concerned parties and authorities.
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