Manpower Planning

Process of analyzing current and future needs of

organization

Determining manpower requirements and means of

meeting those requirements
Definition
Manpower planning is the strategy and
process for determining manpower
requirements and the means for
meeting those requirements in order
to carry out plans of the organisation.
Additionally,
It is the way in which an organization
plans to move from its current
manpower status to the desired
position.
Desired means either more manpower
because of expansion of business, or
less, due to downturns in business
Need / Benefits / Objectives
Ensures that people with right K/S/A are
available for work – knowledge, skills and
attitudes
Replacing personnel lost through
separations
Meeting needs of expansion plans
Identification of areas of surplus resources
Contd..
Gives the top management an umbrella view of
current and estimated headcount and skills
Estimation of the costs of human resources
Audit of current inventory of manpower and
skills
Attempt to balance the demand for employees
with supply
Better assignment of people to jobs
Process
Analyzing organisational plans
Getting real time data from business
Manpower inventory / audit
Discounting for turnover
Demand and supply forecasting
Planning job requirements and creating job
descriptions and specifications
Developing a HR plan for acquisition of manpower –
a short range plan, intermediate plan and a long range
plan
Demand Forecasting
Internal factors influencing manpower demand
forecasting:
Expansion
New products and services - diversification
Changes in organisational structure
Changes in production levels
Attrition
Demand forecasting – contd..
External factors influencing manpower demand
forecasting:
External environment
Economic climate
Labour laws and governmental rules and
regulations
Technological changes
Techniques of HRP
Statistical tools
Trend Analysis
Managerial Judgment
Work Study Techniques
HRIS
Personal Data
Education
Special Qualifications
Salary and Work History
Physical and Medical Information
Special Mention Items
JOB
Job - Collection of tasks, duties
and responsibilities

Job Analysis – procedure by which

pertinent information about a job
is obtained
Job Description
Picture of duties, responsibilities, purpose and
scope of job
Identification
Summary
Duties
Supervision specifications
Work aids
Conditions
Hazards
Job Specification

Qualifications, skills,
certifications, experience,
attitudes and abilities required
in the candidate to fulfill job
description
Recruitment
Process of finding and attracting the
right candidates for employment
Start of process – seeking new recruits
End of process – submission of
applicants
End result is a pool of applicants
Internal Sources of Recruitment
Succession planning
Promotions
Transfers
Re-hiring of alumni
Employee Referrals – Bring your Buddy
Previous applicants – databank of
candidates
Contd..
Advantages of Internal sources –
Less expensive
Already inducted members
Can be motivating for employees
Continued..
Disadvantages of internal sources:
There might be a bias in selection
because of internal recruitment.
The same applicant pool is looked
at, keeping new, fresh people out of
the selection process.
External Sources
Advertisements
Online recruitment
Campus / college recruitment
Walk in drives
Consultants
Poaching / head hunting
Temporary on gate recruitment
Contd..
Advantages of external recruitment –
New skills
Fresh perspective
Wider scope of getting the right
candidate through a wider target
base
Continued..
Disadvantages of external recruitment:
It is more expensive than internal
recruitment
As a process, it is more time consuming
than internal recruitment.
Some sources like online recruitment can
be risky and fraudulent.
Selection
Process of securing relevant
information about candidates in order
to select the most suitable for the job
Starts with shortlisting people from
candidates and ends with appointment
letter
Steps
Shortlisting of resumes
Preliminary Interview
Application form
Tests
Interview / other tools
Reference check / background check
Final selection
Medical examination
Offer of employment along with negotiation of
compensation
Tests - Types
Tests:
Cognitive - Intelligence
Motor and Physical skills
Personality
At junior levels – logical reasoning,
communication skills, numerical
abilities etc.
Interviews
Interviews:
It is an in-depth conversation between the
employer and candidate to judge suitability of the
person for the job
Situational
Behavioral
Job Related - technical
Stress
Structured / Unstructured
One on one / panel
Steps - Details
Other tools apart from interviews:
Group discussions
Work sampling
Simulation
Presentations
Case study analysis
Assessment centers, using a variety of
techniques – used for senior candidates
Steps - Details
Problems with interviews:
Snap judgments
Halo effect / horn effect
Candidate order contrast
Pressure to hire
Impression management by candidate
Signaling answers
Controversial questions
Steps – Contd..
Background check:
Criminal record
Verification of experience and
qualifications
Work professionalism and attitude
towards co-workers
Salary details
Critical incident records