Manpower Planning


Published on

Manpower planning basics

Published in: Business, Technology
  • kindly send me this presentation to my email address:
    Are you sure you want to  Yes  No
    Your message goes here
  • Please send me this presentation to my email address:
    Are you sure you want to  Yes  No
    Your message goes here
No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide

Manpower Planning

  1. 1. MANPOWER PLANNING<br />BY:<br />JitenderRajakAmitYadav<br />Priyank Singh Shailesh Kumar<br />RahulSinhaVivekanand<br />Abu NasarMukeshLal<br />Basant Kumar<br />12/16/2008 6:50:31 PM<br />1<br />
  2. 2. What is Manpower planning(MPP)?<br /> “Human resource planning is the process of determining manpower requirements and the means for meeting those requirements in order to carry out the integrated plan of the organization”. <br />MPP Consists of :<br />Forecasting <br />Developing<br />Controlling<br />12/16/2008 6:50:25 PM<br />2<br />
  3. 3. Why MPP?<br />Ascertaining manpower needs in number and kind.<br />It presents an inventory of existing manpower of the organization.<br />Helps in determining the shortfall or surplus of manpower.<br />Initiation of various organizational programmes.<br />Acquisition, utilization, improvement and prevention of human resources.<br />12/16/2008 6:55:11 PM<br />3<br />
  4. 4. Importance of MPP<br />It checks the corporate plan of the organization.<br />It helps to face the shortage of certain categories of employees and/or variety of skills despite the problem of unemployment.<br />The rapid changes in technology, marketing, management etc. and the consequent need for new skills and new categories of employees.<br />The changes in organization design and structure affecting manpower demand.<br />12/16/2008 6:57:04 PM<br />4<br />
  5. 5. Requirements of MPP at diff. levels:<br /><ul><li>National Level
  6. 6. Sector level
  7. 7. Industry level
  8. 8. Individual unit</li></ul>12/16/2008 6:58:12 PM<br />5<br />
  9. 9. Human Resource Planning System.<br />Long Range Objective and Plans<br />Overall Requirements for human resources<br />Inventory of present human resources<br />Net New Human resources requiremnt<br />Action Programme for recruiting and selecting needed personnel.<br />Procedure for evaluating effectiveness of human resource planning.<br />Short term goals plans programmes and budgets<br />Work force requiremnts by occupational categorie<br />Inventory by occupational categories<br />Needed replacemnts or additions<br />Plans for upgrading, developing, transferring in recriting.<br />12/16/2008 7:00:03 PM<br />6<br />
  10. 10. Affecting Human Resource Plan Factors<br />Internal Factors<br />External Factors<br />12/16/2008 7:03:50 PM<br />7<br />
  11. 11. Internal Factors<br />Policies and strategies of the company.<br />Human resource policy of the company.<br />Formal and Informal groups.<br />Time Horizons (long term or short term).<br />Company’s production operations policy.<br />Trade Unions<br />12/16/2008 7:04:07 PM<br />8<br />
  12. 12. External Factors<br />Government’s policies.<br />Business environment.<br />Level of Technology.<br />Social Factors.<br />International Factors.<br />12/16/2008 6:50:21 PM<br />9<br />
  13. 13. Problems in Human Resource Planning <br />Resistance by employer<br />Resistance by employees<br />Resistance by trade unions<br />Uncertainties<br />Inadequacies of Information system<br />Identify crisis<br />Slow and gradual process<br />Co-ordination with other management functions<br />Integration with organizational plans<br />12/16/2008 6:50:21 PM<br />10<br />
  14. 14. Stages in Human Resource Planning:<br />Analyzing org <br />2. Demand forecasting<br />Managerial Judgement<br />Work study techniques<br />Employment trends<br />Replacement needs<br />Growth and expansion<br />Productivity<br />3. Supply Forecasting<br />Existing inventory<br />Potential losses – temporary/permanent<br />Potential additions<br />Estimating the net human resource requirement<br />12/16/2008 6:50:21 PM<br />11<br />
  15. 15. Contd…<br /> In case of future surplus – plan for redeployment, retrenchment and lay-off<br />In case of future deficit – forecast the future supply of human resources from all sources with reference to plans of other companies<br />Plan for recruitment, development and internal mobility if future supply is more than or equal to net human resource requirements<br />Plan to modify or adjust the organizational plan if future supply will be inadequate with reference to future net requirements.<br />12/16/2008 6:50:21 PM<br />12<br />
  16. 16. Effect of recession<br />12/16/2008 6:50:21 PM<br />13<br />
  17. 17. Thank You<br />12/16/2008 6:50:21 PM<br />14<br />