manpower planning

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Post on 21-Apr-2017



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Manpower Planning & Job AnalysisTeam-

Mizul DasPrachitosh PriyatoshShaswat MishraSoumya Ranjan SahooSonali Subhadarshini

Contents ConceptsObjectivesCharacteristicsImportanceTypes of manpower planningProcessExampleFactors affecting manpower planningAdvantagesJob analysisJob descriptionExample Job specificationTypes of job analysisJob analysis program and its usesMethods of collecting job analysis information


Meaning Manpower planning is the process which includes forecasting, developing and controlling by which a firm ensures that it has:-

The right number of people.The right kind of peopleAt right placeAt right time.Manpower planning is also known as personnel planning or human resource planning.


Concept planning of manpower requirementsplanning of manpower suppliesManpower planning involves two stages:

The first stage is concerned with the detailed planning of manpower requirements for all types and levels of employees throughout the period of the plan, and the second stage is concerned with planning of manpower supplies to provide the organisation with the right types of people from all sources to meet the planned requirements.


Objectives To utilize the present employees fully.To fill up future manpower requirements. To check the development of the employees for organizational growth. To achieve organizational goals in an efficient way. To manage and utilize resources properly and effectively.

Characteristics Future oriented.Continuous processOptimum utilization of human resourcesRight kinds and numbersDetermination of demand and supplyEnvironmental influence

Importance The first step towards manpower management.

Using available assets for the implementation of the business plans.

Coordinates and controls various activities in the organization.

Efficient utilization & skilled labour.

Higher productivity.

Types of manpower planningTypes of manpower planning can be distinguished:

On the basis of the level at which it is done.On the basis of the period for which it is done.

Level based manpower planning :

National level (macro level)

central government plans for human resources for the entire nation. It anticipates the demand for and supply of human requirements at national level.

e.g. Government sectors

Industrial level (micro level)

In this level, planning is done to suit manpower needs of a particular industry. e.g. engineering, heavy industries, paper industries, public utility, textile/chemical industriesTypes of manpower planning (contd.)

Types of manpower planning (Contd.)Period based manpower planning :

Short termPrepared for a period of 1 yearThis types of plans are made as a part of 5 years plans at national level.Useful at company level.

Medium termMade for 2 to 5 yearsPrepared as a financial planning at national levelFor employment opportunities and training and development of employees.

Long termMade for 10 to 15 years.Estimates man power needs of a nationRises educational and training

Process Demand forecastingSupply forecastingExisting inventory Estimating net manpower requirement RedeploymentRedundancy/ RetrenchmentRecruitment& selectionAnalysis of the corporate and unit level strategies

Managerial Judgment, statistical techniques, econometric models, work study technique12

Manpower planning of Infosys :Strategy planning,Employee search,Screening through Interviews,Evaluation about a personExample

Internal/External sources, Primary Interview, Selection tests (Written tests), Face-to-face interview/Hr interview, Reference background analysis, Selection decision, Job offer/Call letter, Employment agreements, Evaluation


Manpower planning of McDonalds :

Outsourcing the demand to local recruitment agencies.Each position has a job description outline.Career fairs.Local job centres. Offers online applications for the applicants to manage the labour supply for its outlets.

Factors affecting manpower planning Product mix :

Optimum productive capacity and sales forecast

Optimum utilization of human and material resources

Performance mix :

Depends upon the working conditions, bonus schemes, suitable incentive plan, training program, motivation etc.

Motivation directly proportional to performance rate and inversely proportional to the labour capacity

Hour lost :

If productive man hours lost are less, there available productive hours will be more and less manpower will be needed.

Advantages Manpower planning ensures optimum use of available human resources.

It is useful both for organization and nation.

It generates facilities to educate people in the organization.

It brings about fast economic developments.

It boosts the geographical mobility of labor.


It is the first step in job evaluation and requires investigation of each job skills and personal attributes required to perform the job satisfactorily.

Determination of duties and positions and characteristics of the people to hire for the company.Job analysis

Job description

Job description indicates what all a job involves.

It includes:Job titleJob locationJob summaryWorking conditionReporting toJob dutiesMachines to be usedHazards

She will be responsible and overall In-charge of Nursing Services in a hospital or specialized centres irrespective of the number of beds.She will carry out regular rounds of the hospital.She will ensure safe and efficient care rendered to patients in various wards etc.She will prepare budgets for nursing services.She will be a member of various condemnation boards for linen and other hospital stores.She will be responsible for counselling and guidance of sub-ordinate staff. Example for nursing superintendent

Job specification

Refers to what kind of people to hire for the job

Personal characteristics

Physical characteristics

Mental characteristics

Social and Psychological characteristics

Types of Job analysis Task based :

Competency based :

Individual capabilities that can be linked to enhanced performance by individuals or teams.Task DutyResponsibility Technical competenciesBehavioral competencies

Job analysis program and its uses

Recruitment and replacement Better utilization of workers Job restructuring Vocational Counselling Training Performance evaluation Occupational safety

Methods of collecting Job analysis information

Interview Questionnaires Observation Participant Diary/Logs Quantitative Job Analysis Techniques Using Multiple Sources of Information