2. DEFINITION
It is the process by which the management
ensures the right number of people and right
kind of people at the right place, at right time
doing the right things.
3. OBJECTIVES
Ensuring optimum use of human resources
Keeping the organisation workforce to cop with the technological
development and modernization
Uninterrupted supply of workforce to the function needs of work
from time to time
Ensuring high labour productivity
4. Fulfilling future needs for managerial and technical
skills.
Directing future requirement just to suit the
appropriate needs of the organisation.
Ensuring career planning of every employee of the
organisation and making success in programmes.
5. KEY ELEMENTS OF MANPOWER PLANNING
The projection of future manpower needs
Job description and specification
Career ladders-promotion policies
Transfer, layoff and retirement policies
Recruitment selection and training
6. STEPS IN MANPOWER PLANNING
JOB ANALYSIS
It determines the demands of jobs in terms of duties and
responsibilities.
FORECASTING THE MANPOWER REQUIREMENT
It is calculated on the basis of prescribed norms, by doing a
workload analysis .it is essential to keep a margin of 20% of
the manpower required.
7. MANPOWER INVENTORY
To identify key personnel in the organisation .
By collecting detailed information about their age,
education, experience, employment records, health
status etc
Appraisal of personnel includes in the inventory
Personnel will be rated on the basis of their
performance.
8. PROJECTING SUPPLY OF HUMAN RESOURCE.
To estimate the number and kind of employees that are expected to be
within 1year ,2 year and so on.
Transfer of person and promotion of person must be considered to
determine next human resource requirement in the organisation as a whole.
RECRUITMENT ,SELECTION AND PLACEMENT
TRAINING AND DEVELOPMENT
Training is the act of increasing the knowledge and skills of an employer for
doing a particular job.
Development means growth of the individual in all aspects.it is career
centered in nature
