Manpower Planning

1. Manpower Planning

2. What is Manpower planning? • DEFINATION: • •Manpower planning is the process by which an organization ensures that it has the right number and kinds of people capable effectively and efficiently completing those tasks that are in direct support of th company’s mission and strategic goals.

3. Man power planning • Through 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 result in both the organization and the individual receiving the maximum long-range benefit.” - Velter Eric W.

4. Objectives:- The basic purpose of having a Man Power plans is to have an accurate estimate of the number Of employee required with the matching Skills required to meet the Organizational objective. The kind of skill required for different categories of job and manpower used over a periods of time in relation to Organizational objectives

5. Forecast personnel requirement Man power planning is essential to determine the future man power needs in an organisation In the absence of such plan it would be difficult to have the service of right kind of people at the right time.

6. Cope with changes • Man power planning is required to cope with change in market conditions technology, products and government regulations in an effective ways. These changes may often require the service of people having requisite technical Knowledge and Training. In the absense of man power plan we may not be in a position to enlist their service in time.

7. Use existing man power productivity • By keeping an inventory of existing personnel in an enterprise by skill, level, training, educational, qualification. Work experience it will be possible to utilize the existing resources more usefully in relation to the job requirement. This is also helps in decreasing wages and salary cost in long run.

8. Promote employees in a systematic manner Man power planning provides useful information On the basis of which management decides on The promotion of eligible personnel in the organization in the absence of a manpower plan. It may be difficult to ensure regular promotions To competent people on a justifiable basis.

9. Process of Man power plan The process of manpower plan are of various types they are: • Deciding goals or objectives. • Estimating future organizational structure and manpower requirements. • Auditing human resources. • Planning job requirements and descriptions. • Developing a human resource plan. • Analysing the current manpower inventory • Developing employment programmes • Design training programmes

10. Gap Analysis of Manpower • gap analysis is a tool that helps companies compare actual performance with potential performance. At its core are two questions: "Where are we?" and "Where do we want to be? • A gap analysis helps bridge that space by highlighting which requirements are being met and which are not.

11. Job Design • Job design may be defined as the function of specifying the work activities of • an individual or group in an organizational setting. Its objective is to develop job structures • that meet the requirements of the organization and its technology and that satisfy the jobholder’s • personal and individual requirements.

12. Purpose of Job Design • Job Analysis procedure four kinds of documentation and procedures that are crucial to personnel activities: • (i) Job descriptions; • (ii) Job specifications; (iii) Job evaluation, and ( iv) Personnel assessment

13. THE 5 STEPS IN JOB DESIGN 1: Collection of Background Information 2: Selection of Representative Position to be Analyzed. 3: Collection of Job Analysis Data 4: Job Description. 5: Developing Job Specification

14. Job description • A job description is a list that a person might use for general tasks, or functions, and responsibilities of a position. It may often include to whom the position reports, specifications such as the qualifications or skills needed by the person in the job, or a salary range. Job descriptions are usually narrative,[1] but some may instead comprise a simple list of competencies; for instance, strategic human resource planning methodologies may be used to develop a competency architecture for an organization, from which job descriptions are built as a shortlist of competencies.

15. Purpose of job Description • The purpose of the job should be clearly stated. This is more than the job title. It is a sort of overview of the role, for example, 'To maintain all software applications within the business.' Beyond this, the next step is to outline the main duties associated with the position. This should not go into minute detail, but should provide enough information to give any applicants a good feel for what will be required of them.

16. Job specification • definition of knowledge, skills, and abilities and the associated education, training, and experience required to successfully perform a job. These also constitute the minimum recruiting criteria or minimum qualifications for the job”

17. Purpose of job specification • A job specification will be the first introduction to candidate. It is therefore crucial that it is professional and portrays the right image. So that when yơu write a dynamic, accurate job specification, you will be attracted the appropriate candidate.

18. Job description • Job Description Tele marketing Executive job description is to interfaces Dealing with internal and external customers. Giving information ,progessing issues and querries. Regular follow ups with old client and generate new clients Job specification • To enjoy working with customers and building relationships A positive attitude. Flexibility and quick thinking. Smart with Good communication skills

19. Definition of cost Analysis • Identification of current and anticipated costs associated with operating a Service Center with an examination of the impact of those costs on setting Service Center rates with the anticipation to break‐even (i.e. Revenue = Expenses) at the end of each fiscal year

21. By grouping the above elements of cost, the following divisions of costs are obtained 1. Prime Cost = Direct Materials + Direct Labor + Direct Expenses 2. Works or Factory Cost = Prime Cost + Works or Factory Overheads 3. Cost of Production = Works Cost + Administration Overheads 4. Total Cost or Cost of Sales = Cost of Production + Selling and Distribution Overheads

22. Manpower planning plays a vital role in Human Resource activity of an organization.  • Manpower planning mainly involves determining the needs and supply of human resource and the available sources. • The organization should make Manpower Planning in such away that it should satisfy both organization and employer at a higher level.  It result in creating working environment and maintain better employee and employer relationship. 

23. CONCLUSION ON TALENT ACQUISITION • Manpower planning plays a vital role in Human Resource activity of an organization.  • Manpower planning mainly involves determining the needs and supply of human resource and the available sources. • The organization should make Manpower Planning in such away that it should satisfy both organization and employer at a higher level.  It result in creating working environment and maintain better employee and employer relationship.