Manpower Planning : The Key to utilize optimum Human Resources

Manpower Planning which is commonly used as human resource planning is “ the process by which a management determines how an organization should move from its current manpower position to its desired manpower position”. i.e through manpower planning, a management strives to have the right number and the right kinds of people at the right places at the right time to do things which results in both the organization and the individual receiving the maximum long range benefits. f narrowly defined, Manpower Planning means forecasting ! the prediction of the number of people whom the organization will have to hire, train, or promote in a given period. "ut if we define it broadly, Manpower Planning represents a systems approach to personnel in which the emphasis is one the interrelationships among various personnel policies and programs. #his contrasts is concerned with $election, #raining, Promotion, and the rest as a separate compartmentalized functions. Manpower Planning consists of a series of activities, viz!% &orecasting future manpower re'uirements. Making an inventory of present manpower resources. (ssessing the extent to which manpower resources are employed optimally. (nticipating the manpower problems by pro)ecting present resources into the future.  &orecasting the re'uirements of manpower to determine their 'uantitative and 'ualitative ade'uacy.  Planning the necessary programs of re'uirement, selection, training, development, utilization, transfer, promotion, motivation and compensation to ensure that future manpower re'uirements are properly met.     #hus, Manpower Planning consists in pro)ecting future manpower re'uirements and developing manpower plans for the implementation of the pro)ections. *owever, Manpower Planning is a double% edged weapon. f used properly, it leads to the maximum utilization of human resources, reduces excessive labour turnover and high absenteeism + improves productivity and aids in achieving the ob)ectives of an organization. f faultily used, it leads to disruption in the flow of work, lower production, less )ob satisfaction, high cost of production and constant headaches for the management personnel. $o, for the success of an enterprise, human resources planning is a very important function. Need for Manpower Planning :Manpower Planning is necessary for all the organizations for one or the other of the following reasons !% a, -very organization needs personnel with the necessary 'ualifications, skill, knowledge, work, experience and aptitude for work, to carry on its work. #hese are provided through active manpower planning. b, *uman resource planning is essential because of fre'uent labour turnover which is unavoidable. c, #here is a constant need for replacing the personnel who have grown old, or who retire, die or become incapacitated because of physical or mental ailments. d, n order to meet the needs of expansion programmes, human resource planning is unavoidable.

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it can be redeployed. although that optimum utilization of people is heavily influenced by organization and corporate culture. #he following steps must be considered while pro)ecting manpower re'uirements ! a$ %o& 'nalysis 2hile Pro)ecting manpower re'uirements. t provides information about the nature of )ob and the characteristics or 'ualifications that are desirable in the )obholder. f there is a surplus. #he process of manpower planning entails considerations of several steps with relevant inputs before the manpower demand can be arrived at on the one hand. #herefore. 3ob analysis can be directed along the following heads !%  2hat is the basic ob)ective of the 3ob 4  2hat types of plans and ob)ects are undertaken in the )ob4 7 . ! Pro"ecting Manpower Re#uirements :#he first essential step in manpower planning is to forecast organization structure that will meet the future needs of the organization. Organizational Plans !% #hough organizational plan setting is not a part of manpower planning. Manpower Planning : The Process : #he purpose of manpower planning is to provide continuity of efficient manning for the total business and optimum use of manpower resources. #hese plans show the future course of actions to be taken by the organizations like expansion. existing employees need to be trained or new blood in)ected in an organization. the main ob)ective of human resource planning is to maintain and improve the organization/s ability to achieve its goal by developing strategies that will result in optimum contribution of human resources. 0arious steps of Manpower Planning can be identified as ! Manpower Planning Process Pro)ecting Manpower 5e'uirements 6ew Manpower 5e'uirement 1rganizational Plans Manpower nventory (ction Plans . t is the process by which data in regard to each )ob is systematically observed and noted. f. Manpower Planning is also needed in order to identify areas of surplus personnel or areas in which there is a shortage of personnel. Manpower re'uirements can be tied with the overall plan of the organization. #o meet the challenges of a new and changing technology and new techni'ues of production. diversification etc. 3ob (nalysis gives clue about the type of personnel re'uired. and identification of source of supply to meet the demand taking into consideration the constraints on the other hand.. it may be made good. it can be starting point for manpower planning. 1rganizational plans can be used as the blueprint for manpower planning.e. and if there is a shortage.

*dentification of gap &etween a+aila&le and re#uired Manpower !% 2hen all these exercises are undertaken. t assures ade'uate supply. training and development. #hese factors will.lippo rightly said that / Manpower Planning can &e defined as an 8 . #his can be done for various positions. -dwin . death. training. #his re'uires identification of loss of personnel which directly depends on the degree of 'uits. promotion. apprenticeship. t describes the types of person re'uired in terms of educational 'ualifications. the additional re'uirement of personnel will be e'ual to manpower re'uired and manpower available without considering loss of personnel. aptitudes etc. performance appraisal. action plans are prepared for procuring them. 'ction Plans !% (fter ascertaining re'uirement of additional manpower. however. )ob description prescribes the nature of )ob to be performed. )ob evaluation etc. 9. the existing and future gap in managerial personnel and their abilities can identified which can become the basis of further steps of staffing. experience. purpose of the )ob etc. mental capabilities. relationship with other )obs. #herefore. 8.onclusion :Manpower Planning is an important managerial function. also called as a man specification refers to the summary of the personnel characteristics re'uired for the )ob. mutually agreed release. social skills etc. experience.  2hat type of personnel does the incumbent contact4  2hat are the re'uirements of personal attributes of incumbent in terms of education. transfer etc. #his can be estimated to some extent by taking past data and individual data. #hrough this inventory. (ll these then. #hus. be affected by the rate of loss of personnel. physical strength. discharges. . t provides information about present and future personnel being available in the organization. proper 'uantity and 'uality as well as effective utilization of human resources in a organization. *ow many subordinates will work under him. become the basis of filling the gap between total manpower re'uired and the present manpower available. #he basic difference between )ob description and )ob specification is that the former describes the details of the )ob while latter describes the re'uirements of the person performing the )ob. #his can be used not only for selection of personnel but also for their training. #hese action plans may relate to recruitment and selection. c$ %o& )pecification 3ob $pecification. retirement and transfer. Manpower *n+entory !% Manpower nventory is related to the identification of key personnel in theorganisation and cataloguing their characteristics without reference to the present position held by them. t is 'uite possible that it cannot be completely accurate but probability is that it is more complete and accurate than any unsystematic impression of the general status of the organization. the organization is in a position to determine the actual needs of personnel and their availability. &$ %o& (escription nformation provided by the 3ob (nalysis process is written into records in the form of )ob descriptions. 2hat types of decisions are to be made by the incumbent on the )ob4  2hat is the authority of the )ob. :.

9 . &or pursuing proper recruitment and selection of employees management must decide before hands as to what type of persons they are to be recruited and in what numbers they are re'uired. develop and utilize proper type of manpower resources in an organization.erozepur .ity!7P8$ --mail :9umar+ishal ::.<yahoo!com +9fzr<rediff!com '&stract #he main task of function of staffing is to procure.organization0s a&ility to perpetuate itself with respect to the management as determined as necessary to pro+ide essential e1ecuti+e talent!2 3ishal Kumar4 5ecturer in . it is concerned with the recruitment and selection of right type of persons for the right type of )obs.ommerce4 (e+ )ama" . #he first problem is tackled through )ob analysis and the second problem is tackled through manpower planning.ollege for 6omen4 . n other words.

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