This document defines manpower planning and recruitment, outlines the stages of manpower planning, and discusses factors that affect labor performance. Manpower planning is defined as matching available human assets to effectively implement productive forces. The stages of manpower planning include predicting needs, designing job descriptions, finding recruitment sources, providing incentives for promotion, and anticipating losses. Manpower recruitment involves identifying vacancies, developing job requirements, locating candidate sources, selecting candidates through interviews, and placement. Factors like wages, working hours, health, education, and personal qualities can impact labor efficiency.

1. DHRM
LECTURE: 1
INTRODUCTION TO MANPOWER PLANNING:
Prepared by
Tutor:
Joseph L.Kasika
On October, 2, 2012
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2. Introduction to Manpower Planning
Definitions of Manpower;
 Manpower –Refer to be said as work force of workers available.
 Manpower-Is a productive power in human being.
 Manpower- Is a total number of all available workers or the power existed by a single person to perform a
particular tasks in the organization.
 Manpower-Is an abstract term for the human labour as opposed to (Machines, Computer Assisted
Machine, Animals etc.)
Definition of Planning;
• Is the process of making decision in advance on what is to be done in the future time.
• Is the process of setting goals and objectives and making an appropriate methods which is simple to meet
the planned goal and objectives.
Definition of Manpower Planning;
• Manpower Planning-Is the process of matching and utilizing available human assert in the
company/organization for effective and efficiency of implementation of the productive power/force in the
organization.
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3. Merits of Manpower Planning:
Merits of Manpower Planning:
 It is useful both for organization and nations.
All organizations and states need manpower planning for the performance and reaching the planned
goals.
 It generates facilities to educate people in the organization.
It determine how many and the manpower may have a time to learn or getting new knowledge and
education to perform a particular job.
 It bring about fast economic development of an organization and Nation.
Not only in HR depart. Need planning but all departments within the company it helps to plan in
order to work for the same goals and objectives.
 It boosts geographical mobility of labour.
It enables to transfer workers from one place to another without affecting the objectives of working
system in the organization.
 It provides smooth working system even after expansion of the company/organization.
Manpower planning helps to get experience because HR-Manger have knowledge and systematic
way of planning for labour force even in the large company than the first.
 It opens possibility for the workers for future promotions thus provide incentives.
This help to make recruitment even within the organization to get future managers and supervisor
because there is proper manpower planning for downsizing an expected cost to recruit new one
from outside.
 It creates healthy atmosphere of encouragement and motivation in the organization.
Due to good manpower planning provide good office space with health condition to work
comfortable for workers.
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4. STAGES IN MANPOWER PLANNING
There are several steps obliged to follow before anything as following below.
o Predict Manpower planning.
This is to guess something about manpower in mind or by thinking within first.
o Designing job description and job specification, to provide job department requirements.
This helps to list requirements of a job duties, responsibilities, job position and mode of report to
whom in the organization.
o Find adequate sources of recruitment.
This is to find the areas where you will get labour/manpower. It can be either outside or within the
country.
o Give boost to youngsters by appointing them to higher post.
The first priority must be to the youngster because those are taking long time to apply stages.(high
post) they have high capability to think and peace variance.
o Best motivation for internal promotion.
This is to make sure that all recruited workers get more motivation to increase more high
performance in work organization. For instance; To them fringe benefit or ample time.
o Look after expect looses.
This is due to retirement, transfer, resignation, death of workers and other issues. To be able for the
out come of those issues in order to avoid the looses of company.
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5. MANPOWER RECRUITMENT
Introduction;
Definition of manpower recruitment.
According to Edwin B. Filppo
Manpower recruitment –Is the process of searching candidates for the employment and
stimulating them to apply for vacant job in the organization. It is also to discover the sources of manpower to meet
the requirements for the staffing schedule an employ effectively.
MANPOWER RECRUITMENT PROCESS.
 Identifying the vacancy. This is to observe the gape and how many staff will be fixing the vacancy.
 Prepare the job description and personal specification. This is to determine that how many post available
and the roles to do and which qualification needed for the vacancy.
 Locating and developing the sources of required numbers and types of Employees. How would you get
these employees with qualification you need? This is through advertisements.
 Shot listing and identifying the prospective employees with required attribute. This is based on looking
the specification of applicants who applied to the job concerned because many people will apply they should
be short listed.
 Arrange the interview with selected candidates. After short listing them then conduct the interview to find
the best one or those you need.
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6. MANPOWER RECRUITMENT PROCESS (cont……..)
 Conduct the interview and decision making. This is the way to identify an candidate's self
expression, confidence, personality, strength and weakness by asking them questions involving
their applications employment vacancy either orally or writing.
 Selection and locating them to the post concerned. This is the last step to locate the applicant to
post you planned for work performance in the organization.
FACTORS AFFECTING THE EFFINCIENCY OF LABOUR PERFOMANCE IN THE FIRMS:
There are several factors that affect good performance of workers to the certain organization such as
follows;
 General and technical education of workers. To employ people with no qualifications or
experience which what he/she is going to use at workplace. For instance; taking nurse in bank
organization or taking engineer to politics job.
 Climate. Areas with bad working conditions for workers minimizes the efficiency of a workers to
perform well.
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7. FACTORS AFFECTING THE EFFINCIENCY OF LABOUR PERFOMANCE IN THE FIRMS:
(cont…..)
 Wages. Lower wages decrease efficiency of labour to perform well. The wages must be proportion
to the work done so as to increase morale of performing better and accrue production of the firm.
 Working hours. Working for long period of time decrease the efficiency of workers. Employee
must have ample time to rest and getting more energy for other time.
 Health of workers. Bad health of workers facilitates poor efficiency of working in the organization.
 Personal qualities among the workers. Workers with different qualities fail working together in
groups within the firm.
 Inheritance. To inherit worker may affect the organization because worker may not be able to
control business venture or job position given to him/her.
Summary implications;
Managers needs to have enough skills of management ability in planning , selecting quality employees
allocating them to fill the vacancy job and use of Human resources and non-human resources to
match the planned goals and hence the growth of the company/firm or business venture also to
refrain an organization/firm from bankruptcy to organizational continuity in production and better
quality of service to customer. Note; “If you fail to plan, plan to fail”
By Tutor: J.L.Kasika
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