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Manpower Planning Hospital Ex 648[1]

Manpower Planning Hospital Ex 648[1]

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Published by supriyaverma1989
Its all about manpower planning, what is man power planning and why it is needed
Its all about manpower planning, what is man power planning and why it is needed

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Published by: supriyaverma1989 on Nov 11, 2010
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11/29/2012

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Manpower Planning
Personnel management is productive exploitation of manpower resources. This is also termed as‘Manpower Management’. Manpower Management is choosing the proper type of people as and whenrequired. It also takes into account the upgrading in existing people. Manpower Management starts withmanpower planning. Every manager in an organization is a personnel man, dealing with people.
Definition and importance of manpower Planning:
Planning is nothing but using the available assets for the effective implementation of theproduction plans. After the preparing the plans, people are grouped together to achieveorganizational objectives.Planning is concerned with coordinating, motivating and controlling of the various activities withinthe organization. Time required for acquiring the material, capital and machinery should be takeninto account. Manager has to reasonably predict future events and plan out the production. Thebasic purpose of the management is to increase the production, so that the profit margin can beincreased. Manager has to guess the future business and to take timely and correct decisions inrespect of company objectives, policies and cost performances. The plans need to be supportedby all the members of the organization. Planning is making a decision in advance what is to bedone. It is the willpower of course of action to achieve the desired results. It is a kind of futurepicture where events are sketched. It can be defined as a mental process requiring the use of intellectual faculty, imagination, foresight and sound judgment.It involves problem solving and decision making. Management has to prepare for short termstrategy and measure the achievements, while the long term plans are prepared to develop thebetter and new products, services, expansion to keep the interest of the owners.
Advantages of manpower planning:
Manpower planning ensures optimum use of available human resources.1. It is useful both for organization and nation.2. It generates facilities to educate people in the organization.3. It brings about fast economic developments.4. It boosts the geographical mobility of labor.5. It provides smooth working even after expansion of the organization.6. It opens possibility for workers for future promotions, thus providing incentive.7. It creates healthy atmosphere of encouragement and motivation in theorganization.8. Training becomes effective.9. It provides help for career development of the employees.
Steps in Manpower planning
1. Predict manpower plans2. Design job description and the job requirements3. Find adequate sources of recruitment.4. Give boost to youngsters by appointment to higher posts.5. Best motivation for internal promotion.6. Look after the expected losses due to retirement, transfer and other issues.7. See for replacement due to accident, death, dismissals and promotion.
Factors which affect the efficiency of labor:
1. Inheritance: Persons from good collection are bound to work professionally. The quality andrate of physical as well as mental development, which is dissimilar in case of different individualsis the result of genetic differences.2. Climate: Climatic location has a definite effect on the efficiency of the workers.3. Health of worker: worker’s physical condition plays a very important part in performing thework. Good health means the sound mind, in the sound body.4. General and technical education: education provides a definite impact n the working ability andefficiency of the worker.5. Personal qualities: persons with dissimilar personal qualities bound to have definite differencesin their behaviour and methods of working. The personal qualities influence the quality of work.
 
6. Wages: proper wages guarantees certain reasons in standard of living, such as cheerfulness,discipline etc. and keep workers satisfy. This provides incentive to work.7. Hours of work: long and tiring hours of work exercise have bad effect on the competence of theworkers.
Downsizing of manpower:
Downsizing of manpower gives the correct picture about the number of people to be employed tocomplete given task in the predetermined period. It is used for achieving fundamental growth inthe concern. It can work out the correct price by the resource building or capacity building. It aimsat correct place, correct man on a correct job.Thus manpower planning is must to make the optimum utilization of the greatest resourceavailable i.e. manpower for the success of any organization.
Example for Hospital Industry:
Planning manpower, outsourcing key to boost profitability
Soumya Viswanathan - Mumbai
In a typical hospital set up, expenditure on salary amounts to roughly 25-30 per centof total income or 30-35 per cent of total expenditure. This is not healthy statistics,say experts. Most hospitals are believed to operate with excess manpower. Ascompetition increases and margins come under pressure, hospitals tomorrow willhave no option but to rationalise manpower, which, in other words, would meandownsizing.Most times, downsizing has led to further chaos, mainly because of impropermanpower planning. Health-care consultants stress on a multi-skilled workforce tocarry multiple tasks in order to maintain optimum employee per bed ratio, a key toboost and sustain profits.To achieve this, manpower planning becomes crucial. But, such tasks are rarelyundertaken in hospitals, say experts. Most hospitals operate on excess man power,says Dr K C Ojha, managing director, Hospic, Mumbai-based Hospital ConsultancyFirm. “Ideally, employee to bed ratio should be 3 per bed,” he says. Three personsper bed could be a little stingy, say some, who find 4-5 persons per bed moreacceptable.
Factors affecting Manpower
 The type of hospital, the set-up and even the structure of the building counts when itcomes to manpower allocation.
Specialty
: The number of employees depends not on the size of hospital but moreon its speciality, say experts. “Ideally for multi-speciality and super specialityhospitals the ratio of bed to employee should be around 1:6. This is an ideal situationand is practiced in developed countries as mandatory requisition,” says Dr C PKamle, international associate ofAmerican Institute of Medicine and Hans FinneInternational.

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