This slide is about Manpower Planning, if anyone want please email me at hr.noorazmi@gmail.com

2. Introduction
We must have seen many such advertisements in newspapers and
online jobsites every day

3. However, do you know that?
• There are certain strategies that employers
follow to plan their manpower for the year.
• The rate of recruitment varies at different
parts of the year as well as from one
industry to another.
• The amount of manpower required varies
industry-wise as well as project-wise.
Hence, there are various strategies and policies
that companies follow for their manpower
planning.
Let us see about manpower
planning in detail.
Introduction

4. What is Manpower?
There are various words that can be used as synonyms to the word
‘manpower’. They are:
Human
Resource
s
Personnel
People at
Work
Manpower

5. Manpower Planning – Meaning
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.
It is also a function of management, concerned with hiring,
motivating and maintaining people in an organisation
Manpower Planning applies management principles in procuring,
developing, maintaining people in the organisation
So, manpower planning takes care of natural depletion of work
force and the changing needs of the company as far as quality and
nature of workers are concerned

6. Manpower Planning – Definition
Manpower planning defines how an organization should reach
its desired manpower position from its current manpower
position.
Manpower Planning is also called:
• Human Resource Planning,
• Personnel Planning or
• Employment Planning.
Manpower Planning consists of:
• Forecasting
• Developing
• Controlling

7. Objectives of Manpower Planning

8. Importance of Manpower Planning
• Key to managerial functions
• Efficient utilization
• Motivation
• Better human relations
• Higher productivity

9. Process of Manpower Planning
Organisational Objectives
HR Needs Factor HR Supply Forecast
HRP Implementation
Control & Evaluation
HR Programming
Surplus: Restricted Hiring, Lay
Offs, VRS, Reduced Hours
Shortage:
Recruitment & Selection

10. Manpower Planning Model
Long range
objective and
plans
Overall
requirements
for human
resources
Inventory of
present
human
resources
Net new
human
resources
requirements
Action
programme
for recruiting
and selecting
needed
personnel
Procedure for
evaluating
effectiveness
of human
resources
planning
Short term
goals, plans,
programmes
and budgets
Work force
requirements
by
occupational
categories
Inventory by
occupational
categories
Needed
replacement
or additions
Plans for
upgrading,
developing,
transferring in
recruiting

11. Steps of Manpower Planning
Interfacing with strategic planning and scanning the environment
Taking an inventory of the company’s current human resources
Forecasting demand for human resources
Forecasting the supply of HR from within the organization and in the
external labor market
Comparing forecasts of demand and supply
Planning the actions needed to deal with anticipated shortage or overages
• Feeding back such information into the strategic planning process.
Step
4

12. Current Manpower at OFC
Accounts
Internal
Audit
Computer Purchase
Gen
Managem
ent
HR
Marketin
g
Project
Quality
Control
Workshop Total
Expats 6 2 3 2 4 4 7 8 0 1 37
Omani 4 0 0 0 5 7 2 0 1 0 19
Current Manpower at Head Office

13. Current Manpower at OFC
36 38
15 25 27 25 20 35
4 9 11 11 7 4 1
63
331
Current Manpower at OFC

14. Require manpower at OFC
Purchase
In
Charge
Investme
nt
Analyst
Stocl
Coordina
tor
HR
Consulta
nt (Part
Time)
Quality
Control
Documen
t
Executive
Route
Sales
Executive
PRO
Marketin
g
Graduate
Trainee
Total
Expats 1 1 1 1 5 1 1 1 1 13
Salary per month (OMR) 450 400 350 600 1250 200 200 450 250 4150
Requirement of manpower at Head Office

15. Budget of Manpower Planning for FY 2016-
17
Budget for the FY 2016-17 is prepared and submitted before directors is based
on the three Scenario.
Scenario 1 is the going ahead with the current situation.
Scenario 2 is based on strategic decision of complete outsourcing to processors
to achieve more profit.
Scenario 3 is based on the current situation with minor changes in the
processor agreement.
Management recommends the EC to propose one scenario which we can give
for BOD approval with more details.

16. Conclusion