 Management Planning

Management planning is the process of assessing an organization's goals and creating a

realistic, detailed plan of action for meeting those goals. Much like writing a business plan, a
management plan takes into consideration short- and long-term corporate strategies. The basic
steps in the management planning process involve creating a road map that outlines each task the
company must accomplish to meet its overall objectives.

1. Establish Goals
The first step of the management planning process is to identify specific company goals. This
portion of the planning process should include a detailed overview of each goal, including the
reason for its selection and the anticipated outcomes of goal-related projects. Where possible,
objectives should be described in quantitative or qualitative terms. An example of a goal is to
raise profits by 25 percent over a 12-month period.

2. Identify Resources
Each goal should have financial and human resources projections associated with its completion.
For example, a management plan may identify how many sales people it will require and how
much it will cost to meet the goal of increasing sales by 25 percent.
3. Establish Goal-Related Tasks
Each goal should have tasks or projects associated with its achievement. For example, if a goal is
to raise profits by 25 percent, a manager will need to outline the tasks required to meet that
objective. Examples of tasks might include increasing the sales staff or developing advanced
sales training techniques
4. Prioritize Goals and Tasks
Prioritizing goals and tasks is about ordering objectives in terms of their importance. The tasks
deemed most important will theoretically be approached and completed first. The prioritizing
process may also reflect steps necessary in completing a task or achieving a goal. For example, if
a goal is to increase sales by 25 percent and an associated task is to increase sales staff, the
company will need to complete the steps toward achieving that objective in chronological order.
5. Create Assignments and Timelines
As the company prioritizes projects, it must establish timelines for completing associated tasks
and assign individuals to complete them. This portion of the management planning process
should consider the abilities of staff members and the time necessary to realistically complete
assignments. For example, the sales manager in this scenario may be given monthly earning
quotas to stay on track for the goal of increasing sales by 25 percent.
6. Establish Evaluation Methods
A management planning process should include a strategy for evaluating the progress toward
goal completion throughout an established time period. One way to do this is through requesting
a monthly progress report from department heads.
7. Identify Alternative Courses of Action
Even the best-laid plans can sometimes be thrown off track by unanticipated events. A
management plan should include a contingency plan if certain aspects of the master plan prove to
be unattainable. Alternative courses of action can be incorporated into each segment of the
planning process, or for the plan in its entirety.

 Recruitment Process
Use following link to study recruitment process:
https://www.tutorialspoint.com/recruitment_and_selection/recruitment_process.htm

 HRP Process

1. Analysing Organizational Objectives:

The objective to be achieved in future in various fields such as production, marketing, finance,

expansion and sales gives the idea about the work to be done in the organization.

2. Inventory of Present Human Resources:

From the updated human resource information storage system, the current number of employees,

their capacity, performance and potential can be analysed. To fill the various job requirements,
the internal sources (i.e., employees from within the organization) and external sources (i.e.,

candidates from various placement agencies) can be estimated.

3. Forecasting Demand and Supply of Human Resource:

The human resources required at different positions according to their job profile are to be

estimated. The available internal and external sources to fulfill those requirements are also

measured. There should be proper matching of job description and job specification of one

particular work, and the profile of the person should be suitable to it.

4. Estimating Manpower Gaps:

Comparison of human resource demand and human resource supply will provide with the surplus

or deficit of human resource. Deficit represents the number of people to be employed, whereas

surplus represents termination. Extensive use of proper training and development programme can

be done to upgrade the skills of employees.

5. Formulating the Human Resource Action Plan:

The human resource plan depends on whether there is deficit or surplus in the organization.

Accordingly, the plan may be finalized either for new recruitment, training, interdepartmental

transfer in case of deficit of termination, or voluntary retirement schemes and redeployment in

case of surplus.

6. Monitoring, Control and Feedback:

It mainly involves implementation of the human resource action plan. Human resources are

allocated according to the requirements, and inventories are updated over a period. The plan is

monitored strictly to identify the deficiencies and remove it. Comparison between the human

resource plan and its actual implementation is done to ensure the appropriate action and the

availability of the required number of employees for various jobs.

 Staffing Process
Use following links:
 https://www.managementstudyguide.com/staffing-process.htm
 https://www.toppr.com/guides/business-studies/staffing/staffing-process/