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MANPOWER POLICY AND HUMAN RESOURCE PLANNING

MANPOWER POLICY AND HUMAN RESOURCE PLANNING

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Published by: ssac_1 on Feb 06, 2011
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05/11/2012

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MANPOWER POLICY AND HUMAN RESOURCE PLANNING

By: Sadhana Bist Ruchi Majila

Goal of manpower policy? ‡ ‡ ‡ ‡ Allocation Training Information Flexibility .

STEPS IN MANPOWER PLANNING ‡ ‡ ‡ ‡ ‡ Analyse current manpower resource Reviewing employee utilization Forecast demand for employees Forecast supply Developing a manpower plan .

MANPOWER POLICY INVOLVES: Manpower planning Manpower staffing Manpower management .

ADVANTAGES ‡ ‡ ‡ ‡ ‡ ‡ Geographical mobility of labour Smooth working Healthy atmosphere Training Career development Future promotions .

Manpower planning results in ‡ Economic efficiency ‡ Technical efficiency .

MANPOWER POLICY INVOLVES: Manpower planning Manpower staffing Manpower management .

PROCESS OF HUMAN RESOURCE PLANNING .

‡ A course of action that the human capital takes up for a methodical achievement of predetermined goals of the organization with management of issues related to the workforce. .

Designing the Management System 2. Environmental Analysis a) EXTERNAL: ‡ General status of economy ‡ Technology & competition ‡ Labour market regulations & trends ‡ Unemployment rate ‡ Skills available ‡ The age & sex distribution of the labour force. .STEPS IN HR PLANNING PROCESS 1.

‡ ‡ b) INTERNAL: Short & long term organizational plans & strategies Current status of the organization s human resource .

Reconciliation & planning .Steps continue 3. Forecasting HR Demand: bottom-up forecasting 4. Analyzing supply 5. .

IMPORTANCE OF HRP ‡ ‡ ‡ ‡ ‡ Future Personnel Needs Part of Strategic Planning Creating Highly Talented Personnel Foundation for Personnel functions Increasing Investments in Human Resources .

‡ When there is conflict between quantitative and qualitative approaches to HRP. but are not experts in managing business.term and longterm HR needs.BARRIERS TO HR PLANNING ‡ People question. why an elaborate and time consuming planning for human resources? ‡ HR practitioners are perceived as experts in handling personnel matters. ‡ Non-involvement of operating managers renders HRP ineffective . ‡ Conflicts may exist between short.

Environmental Analysis a) EXTERNAL: ‡ General status of economy ‡ Technology & competition ‡ Labour market regulations & trends ‡ Unemployment rate ‡ Skills available ‡ The age & sex distribution of the labour force. . Designing the Management System 2.STEPS IN HR PLANNING PROCESS 1.

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