Manpower Planning:- Manpower Planning which is also called as Human Resource Planning consists of putting

right number of people, right kind of people at the right place, right time, doing the right things for which they are
suited for the achievement of goals of the organization.//Human Resource Planning has got an important place in
the arena of industrialization. Human Resource Planning has to be a systems approach and is carried out in a set
procedure. The procedure is as follows: 1)Analysing the current manpower inventory/ 2)Making future manpower
forecasts/ 3)Developing employment programmes/ 4)Design training programmes
Recruitment Process:- The hiring manager submits a completed requisition to the HR department. /The HR
department will assign a requisition number to assist in tracking and reporting. /The HR department will meet with
the hiring manager to discuss the position and determine the most effective recruitment and selection process. /
Recruitment sources will include some or all of the following:[Company Name] website.;Internal posting.;Online job
boards.;Social media sites.;Niche publications.;Retained agency search.;Temporary agency placement.;Employee
referrals. /The HR department and hiring manager will review resumes of qualified candidates to identify the most
appropriate candidates for interviewing. /The HR department will conduct telephone pre-screens of identified
candidates and schedule in-person interviews with the hiring manager.
What are the different methods of recruitment?:-Different methods of recruitment are important in HRM
because they help ensure that the best employees are hired.//There are three main methods of recruitment: direct,
indirect, and third-party.// 1)Direct Recruitment:-Direct recruitment involves sending someone to contact the
potential candidate./The direct method of recruitment eliminates the need for middlemen, such as professors or
recruiters. Direct recruitment is the most commonly used on-campus recruitment. Some methods of direct
recruitment include job fairs and institutional visits.//2)Indirect recruitment:- Indirect recruitment involves
informing the potential candidate about the job vacancy through different channels of advertisement. //3)Third-
party recruitment:- Third-party recruitment methods involve hiring a recruiter who will contact potential candidates
on behalf of the organisation.
Selection Process:-This process applies for external hires only.//Hiring managers are responsible for conducting
timely, effective interviews of qualified candidates. The HR department is available to advise hiring managers on
interview techniques and final candidate selection. //A candidate evaluation form will be completed for each
candidate interviewed and will be used to make a final candidate selection. //Upon the selection of the final
candidate, the hiring manager and the HR department will collaborate to develop an appropriate offer of
employment (including position title, compensation, etc.). //The HR department or hiring manager will extend the
verbal offer of employment to the candidate selected. The HR department will prepare a written offer of
employment that is contingent upon the successful completion of the required background checks. //The HR
department will conduct reference checks and background checks on the selected final candidate.//Upon receipt of
an offer letter signed by the candidate and the successful completion of background checks, the HR department will
close out the requisition on the tracking report.
Demand Forecasting Techniques:-There are two methods in which demand forecasting can be done i.e
(A) Survey Methods and (B) Statistical Methods.// Survey Methods:- 1)Market Research:-In the market research
technique, consumer-specific survey forms are sent out in tabular format to get insights that an organization can’t
get from internal sales. It gives better information about the type of customers and demographic data which will
help to target future markets. Market Research helps young companies to know their customer base better.//2)
Sale Force Opinion:- SalesForce Opinion method use data from sales groups to forecast demand. Salespeople of an
organization are closest to their customer base, hence can generate valuable information on customer needs,
behavior, and feedback and can even give information about the competition in the markets.//3) Delphi Method:- In
Delphi Method, an organization hires a group of external experts. Each Expert generates a forecast based on their
market knowledge. After this process forecasts are shared among the experts anonymously, hence experts get
influenced by each other’s forecasts. Now the experts are asked again to generate a forecast and this process is
repeated until all experts reach a near consensus scenario. The process is intended to permit the experts to expand
on one another’s information and assessments.
Statistical Methods:- 1)Trend Projection :- This is the simplest and most common demand forecasting technique
which is used by organizations. Trend Projection uses past sales data to project future sales. This technique can be
used by organizations with a sufficient amount of past sales data(typically more than 18 to 24 months). The data is
arranged in chronological order to form a time series, time series depicts the past trends based on which future
market trends can be predicted.//2)Barometric Forecasting Technique :- In Barometric Technique, demand is
forecasted based on the basis of past events or the events occurring in the present. It is done by analyzing statistical
and economic indicators such as saving, investment, and income. This method can be implemented even in the
absence of past data. For example, suppose the government plans for a large housing project, this indicates that
there would be high demand for construction materials in the future.//3)Econometric Forecasting Technique :- This
technique combines past sales data with the factors that influence the demand to create a mathematical formula to
predict future demand. It finds the relation between the dependent variable and the independent variables. If only
one factor affects the demand it is known as a single variable demand function or simple regression. Whereas if
there are multiple factors affecting the demand, it is known as multiple variable demand function or multiple
regression. Regression Equation : Y = a + bX , Y is the forecasted demand.
Supply forecasting is a critical component of Human Resource (HR) planning and involves estimating the future
supply of employees. In this blog, we will explore the methods and techniques used in supply forecasting and how
they can be applied to HR planning.//Why is Supply Forecasting Important in HR Planning? Supply forecasting is
important in HR planning because it helps organizations to anticipate their future HR needs and make informed
decisions about their workforce. By accurately forecasting supply, organizations can ensure that they have the right
number of employees with the right skills and qualifications to meet their business goals and objectives.
Methods and Techniques of Supply Forecasting:- The following are some of the methods and techniques used in
supply forecasting: 1)Employee surveys: This involves gathering information from employees about their plans for
the future, such as their plans to retire or leave the organization. This method can provide a good estimate of future
supply, but may not take into account changes in employee plans.//2)Demographic analysis: This involves analyzing
demographic data, such as age and gender, to predict the future supply of employees. This method can provide a
more accurate estimate of future supply, but may not take into account changes in demographic
trends.//3)Workforce analytics: This involves using data and analytics to predict the future supply of employees.
This method can provide a highly accurate estimate of future supply, but may require a significant investment in
technology and resources.
Succession planning:- Succession planning is the process of identifying the critical positions within your
organization and developing action plans for individuals to assume those positions. Taking a holistic view of current
and future goals, this type of preparation ensures that you have the right people in the right jobs today and in the
years to come. //In the long term, succession planning strengthens the overall capability of the organization by:
1)Identifying critical positions and highlighting potential vacancies;/2)Selecting key competencies and skills
necessary for business continuity;/3)Focusing development of individuals to meet future business needs.
//A succession plan identifies future staffing needs and the people with the skills and potential to perform in these
future roles. Professional & Organizational Development’s Succession Planning Toolkit will help guide you, though
we strongly suggest you involve your assigned HR consultant and/or HR administrator in this process as well.
Some barriers are: 1. Ineffective Recruitment 2. Perception 3. Stereotyping 4. Gender Issue 4. Gender Issue 5.
Age/Race Issue 6. Hallo effect 7. Quota system
1. Ineffective Recruitment • If the recruiter fails to attract qualified candidates then it is obvious that right
candidate will not be selected. • Therefore, ineffective recruitment will definitely influence selection.
2. Perception • Our inability to understand other accurately is probably the most fundamental barrier to select
right candidate. • Selection demands an individual or a group to assess a candidate comparing competencies of
others, in order to find out the right persons for, in order to find out the right persons for the jobs. • But, our
views are highly personalized. • We all perceive the world differently. Our limited perceptual ability, a stumbling
block to the objective and rational selection of people.
3. Stereotyping • This is one of the most common barrier to selection: – All professors and teachers are absent
minded– All females are basically sincere and honest – All civil servants are boring– All civil servants are boring –
Candidates with sincere background are intelligent, etc. • This leads to biased selection of candidates
4. Gender Issue • Gender issue also hampers effective selection. • In early days, men predominantly held
managerial jobs and if those jobs are viewed as being primarily masculine in viewed as being primarily
masculine in nature, such stereotyping may produce negative reaction in selecting right candidates.
5. Age/Race Issue • In may selections, age and race of the candidates are considered rather then their skills,
abilities or experiences. • This leads to bias selection.
6. Halo Effect • Another barrier to selection is halo effect, which can be negative or positive. • In hallo effect the •
In hallo effect the personal characteristics influence or overwhelms the interviewers and this lead to wrong
selection.
7. Quota System • Quota system also influences effective selection. – Category – Religion Gender– Gender – Age,
etc.

The halo effect is a well documented social-psychology phenomenon that causes people to be biased in their
judgments by transferring their feelings about one attribute of something to other, unrelated, attributes.//For
example, a tall or good-looking person will be perceived as being intelligent and trustworthy, even though there is
no logical reason to believe that height or looks correlate with smarts and honesty.//The term "halo effect"
(a.k.a. halo error) was first introduced into psychological-research circles in 1920 in a paper authored by Edward
Thorndike titled “A Constant Error in Psychological Ratings.” Through empirical research, Thorndike found that
when people were asked to assess others based on a series of traits, a negative perception of any one trait would
drag down all the other trait scores.//The halo effect works both in both positive and negative directions: 1)If you
like one aspect of something, you'll have a positive predisposition toward everything about it. 2)If you dislike one
aspect of something, you'll have a negative predisposition toward everything about it.//A negative halo effect is
sometimes called the "devil effect" or the "pitchfork effect," but that seems to be taking the metaphor too far. We
recommend using the term "halo effect" for both positive and negative biases.
WHAT IS THE WAY OF MAKING SELECTION EFFECTIVE:- 1. Assess cognitive ability:-Cognitive ability
assessments are a form of pre-employment testing used to evaluate how well candidates use a wide range of
mental processes, such as working with numbers, abstract thinking, problem-solving, reading comprehension, and
learning agility.//2. Evaluate learning agility :- Evaluating learning agility is another effective employee selection to
build into your recruiting process. American author, Alvin Toffler, broke down learning agility well when he said:
“The illiterate of the 21st century will not be those who cannot read and write, but those who cannot learn, unlearn
and relearn.” //3. Situational judgement test (SJT) :- Another great way to enhance employee selection is to assess
situational judgement capabilities. Situational Judgement Tests (SJT) present candidates with various scenarios that
they might experience if they’re selected for the specific role they’re applying for. // 4. Measure employee integrity
Employee integrity tests allow you to collect insights into candidates’ honesty, dependability, and work ethic.
Integrity and other relevant soft skills are typically assessed via a digital personality questionnaire. //5. Test job
knowledge:- While most of the time that knowledge can be learned on the job and other factors are more
important, there are certain roles that require applicants to possess specific job knowledge and skills already. //6.
Give a test work assignment:- Test assignments or work sample tests are an excellent way to help with employee
selection. They let top candidates get a sense of what they would do on the job, while you can understand the skills
they bring to the table.//7. Organize an assessment center:-Assessment centers allow employers to see candidates’
hard and soft skills in action. Rather than places that candidates go to take a specific test, in this context assessment
center refers to a testing process that analyzes each candidate’s social, analytical and communication skills. //8.
Structure your interview process:- Structuring your interview process ensures that everyone is treated fairly and
asked the same pre-determined questions. Doing so allows recruiters to compare candidates’ responses and to be
more objective, keeping hiring biases to a minimum.//9. Conduct peer interviews:- It’s always a good idea to involve
the team you’re hiring for, as they know the day-to-day responsibilities and current skills gaps better than anyone
else. Peer interviewing helps ensure that you remain objective in your hiring efforts, as well as on the same page as
the hiring manager and internal team. //10. Check candidate references:- Reference checks are more than just a
formality. They’re a way of revealing valuable insights that can help you identify top candidates and better
understand how an applicant would transition into the new role. Checking references allows you to find out more
about candidates and how they work and can bring red flags to light before you make your employee
selection.//11. Host a job trial day:- Like any long-term investment, it’s wise to try things out before making your
selection. Inviting shortlisted candidates to a job trial day is a great way to see how they react to common situations
that they make encounter in the role if they’re selected.
“Manpower Inventory involves the classification of characteristics of personnel in an organisation, in
addition to counting their number.”
The term ‘inventory’ is often used in relation to counting of tangible objects like raw materials, goods in
progress, or finished products, etc. In manpower inventory, the items are intangible.
It involves cataloguing the characteristics of personnel in the organisation, besides counting their number. Both
present and future characteristics of personnel are recorded in the manpower inventory.
It involves the following steps:
1. The first step in manpower inventory is to decide who should form a part of it. Generally, inventory is
prepared for persons working on important posts—the executives and some persons from the operative staff
are covered in it. From operative staff only those persons are included in inventory who have the potential of
taking up higher responsibility posts.
2. After determining the persons to be included in manpower inventory, the second step is to collect
information about them. Some information may be collected from records while some may be collected
through interview or talks with the concerned persons.
The factual information such as age, experience, education, health, appraisal reports, attitude, etc. will be
noted from the records. The brief interviews with persons will help in understanding his caliber, attitude,
aspirations, motives, etc.
3. The next step in manpower inventory is to appraise the talent catalogue. The present and future capabilities
of persons are assessed. Some scale is prepared for appraising the persons.
Besides appraisal tests, remarks about persons are also given. The remarks may relate to their talent, decision -
taking ability, training required, specific limitations, etc. Besides appraisal tests, specific remarks are useful in
picking up persons for future positions.
The four methods generally used to determine the requirements of personnel are:
(i) Annual estimate of vacancies;
(ii) Long-range estimates of vacancies;
(iii) Fixed minimum man specification requirements; and
(iv) Specific position estimations.
Annually the top management team and the directors must examine their organisation structure and its
adequacy for the assigned functions as well as its adaptability for change anticipated in the near future. This
analysis or audit includes a review of the current vacancies and probable future changes in the organisations
personnel.
For example, adequate forecasts of organisational changes can indicate the number of executive positions
which will have to be filled as well as the duties and responsibilities for such positions. From this can be
ascertained the nature of training and development required for the existing staff to fit these positions
adequately.
A crystallisation of the future job requirements can help selection of persons who should participate in the
management development programme. In this way, manpower planning is helpful in both the selection and
developmental activities.
HOW COMPUTERIZED MANPOWER PLANNING BENEFICIAL FOR ORGANIZATION SKILL SET

1. Better services to line managers

Both HR and line managers primary interest is the success of the business. The human resource’s main function is to
support the workforce needs of the organization. Strategic planning between HR and line managers is important for
reviewing projections concerning future business demands to determine whether to train current employees, to
prepare them for promotion or to recruit candidates with the higher level of skills to supplement the current
employee knowledge database

2. Enhancing management
Human Resource IT tools that can supplement management and enhance efficiency and effectiveness, which can
lead to the success of the organization as a whole. For example, currently, SuccessFactors Solutions has developed
an HR IT tool of talent management for Hilton Worldwide, which had a worldwide operational capacity.

3. Effective recruiting
Nowadays, organizations have realized that effective recruiting cannot be done without the use of IT. Organizations
now use job portals on the internet to search for the best candidates for the position. The process has been made
effective with the use of the internet as many people come to know of the offer and hence increases the probability
of hiring efficient employees.

4. Data management and critical analysis

Data management becomes easier when IT is used and it becomes paper-free. Many of the monotonous work is no
longer manual. This increases the efficiency of the work and the effectiveness of it. Organizational performance can
lead to the timely success of the business whether in a stable or an unstable environment. Jobs that do not offer
much variety in their performance and are of a highly repetitive nature are disliked by employees and eventually
results in low retention or decreased effectiveness.

5. Inventory management tools and human resource management

Entrepreneurs with business acumen describe that the performance of an organization can be made more effective
and efficient by customer intimacy, operational efficiency, and leading edge. Customer needs must be met by
customization and by providing outstanding customer instances. For this purpose, organizations use HR IT tools to
provide a universal set of products and diversify the business by providing improved products and services.

6. Cost-reduction and efficiency//7. Customer service and human resource management//8. Career development
and human capital management//9. Automation of HR processes//10. Availability of HR tools//11. Advanced
candidate search//12. A new way to brand a company//13. Analytics grants access to more data

What is a Skill Gap?

A skills gap is the difference between an employee’s current abilities and the skillset best suited for their job.
Companies have a desired set of skills to perform a given role successfully. This list of skills is dynamic and changes
depending on external market forces and internal organizational changes.
Finding employees to match the required skills for every position is challenging; therefore, skills gaps exist
Many factors can contribute to skill gaps:
 A lack of experience
 Inadequate training
 Poor recruitment
 Employee turnover
 Failures in the broader educational system
 Change in roles or responsibilities

The Three Types of Skills Gaps

Skills gaps can exist in various forms. However, generally speaking, they can be separated into three main types:
 Knowledge Gap – a lack of knowledge related to the job. This could be the specific knowledge required to
perform tasks successfully, the knowledge needed to understand how the work fits in the wider organization,
or the institutional knowledge particular to a given organization. Removing knowledge gaps can improve
employee performance and collaboration between staff members.
 Skills Gap – while knowledge generally refers to learning information and an individual’s intellect, skills refer
to the ability to apply the proper knowledge in a given situation. Whereas employees can pick up knowledge
through studying, skills must be performed. The skills needed for a particular job could be mental (e.g.,
coding ability), physical (e.g., fitness required for a physical role), or soft skills such
as communication and emotional intelligence.
 Performance Gap – a lack of motivation or engagement leading to poor performance. Unlike the previous two
types, performance gaps occur when an employee with all the tools to be successful underachieves. This
could be for several reasons, including poor management or individuals being a bad cultural fit for the
organization.
Job Description
Job description includes basic job-related data that is useful to advertise a specific job and attract a pool of talent.
It includes information such as job title, job location, reporting to and of employees, job summary, nature and
objectives of a job, tasks and duties to be performed, working conditions, machines, tools and equipments to be
used by a prospective worker and hazards involved in it.
Purpose of Job Description
 The main purpose of job description is to collect job-related data in order to advertise for a particular job. It
helps in attracting, targeting, recruiting and selecting the right candidate for the right job.
  It is done to determine what needs to be delivered in a particular job. It clarifies what employees are supposed
to do if selected for that particular job opening.
 It gives recruiting staff a clear view what kind of candidate is required by a particular department or division to
perform a specific task or job.
 It also clarifies who will report to whom.

Job Specification
Also known as employee specifications, a job specification is a written statement of educational qualifications,
specific qualities, level of experience, physical, emotional, technical and communication skills required to perform a
job, responsibilities involved in a job and other unusual sensory demands. It also includes general health, mental
health, intelligence, aptitude, memory, judgment, leadership skills, emotional ability, adaptability, flexibility, values
and ethics, manners and creativity, etc.
Purpose of Job Specification
 Described on the basis of job description, job specification helps candidates analyze whether are eligible to
apply for a particular job vacancy or not.
 It helps recruiting team of an organization understand what level of qualifications, qualities and set of
characteristics should be present in a candidate to make him or her eligible for the job opening.
 Job Specification gives detailed information about any job including job responsibilities, desired technical and
physical skills, conversational ability and much more.
 It helps in selecting the most appropriate candidate for a particular job.

What Is Outsourcing?
Outsourcing is the business practice of hiring a party outside a company to perform services or create goods that
were traditionally performed in-house by the company's own employees and staff. Outsourcing is a practice
usually undertaken by companies as a cost-cutting measure. As such, it can affect a wide range of jobs, ranging
from customer support to manufacturing to the back office.

 Companies use outsourcing to cut labor costs, including salaries for their personnel, overhead, equipment,
and technology.
 Outsourcing is also used by companies to dial down and focus on the core aspects of the business, spinning
off the less critical operations to outside organizations.
 On the downside, communication between the company and outside providers can be hard, and security
threats can amp up when multiple parties can access sensitive data.
 Some companies will outsource as a way to move things around on the balance sheet.
 Outsourcing employees, such as with 1099 contract workers, can benefit the company when it comes to
paying taxes.