The document outlines the concept of manpower planning (MPP) as a crucial process for determining an organization's human resource needs. It details the steps involved in MPP, including demand and supply forecasting, and methods used for analysis, highlighting the importance of strategic planning in managing workforce requirements. Additionally, it emphasizes the significance of a Human Resource Information System (HRIS) for effective planning and tracking of human resources.

1. Presented by:
Abhishek Lulla
Vikas Soni
Management Scholars,
Dept. of Pharmaceutical Management,
NIPER, Mohali.

2. Flow oF presentation……
• What is Manpower planning
• Need of Manpower planning
• Steps of Manpower planning
• Methods involved of Manpower planning steps
• Operational plans of Manpower planning
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3. What is Manpower planning(MPP)?
Also known as Human resource planning.
“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”.
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4. Why MPP?
1. Ascertaining manpower needs in number and kind.
2. It presents an inventory of existing manpower of the organization.
3. Helps in determining the shortfall or surplus of manpower.
4. Initiation of various organizational programmes.
5. Acquisition, utilization, improvement of human resources.
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5. STEPS IN MPp
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1 • Analyzing the organization
2 • Demand forecasting
3 • Supply forecasting
4 • Determining Manpower Gaps

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Environment
Organizational
Objectives & Planning
HR supply
forecast
HR implementation
HR Demand
forecast
HR programming
ShortageSurplus
Control and evaluation

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Analyzing the organization

8. DEMAND FORCASTING
1. Expert estimates
2. Trend projections
3. Statistical modeling
4. Unit-demand forecasting
 This phase of the process involves estimating:
How many employees will be needed
What kinds of employees will be needed
METHODS:

9. EXPERT ESTIMATES
 One or more “experts” provide the
organization with demand estimates
based on:
a. Experience
b. Guesses
c. Intuition
d. Subjective assessments of available
economic and labor force indicators

10. TREND PROJECTION
 The top-down technique:
 Develops a forecast based on a past relationship between
“a factor related to employment and employment itself”
 Example: Sales levels are related to employment needs.
Sales 12000 14500 13200 20000 22000
No. of Emps. 300 393 342 500 ??
2011 2012 2013 2014 2015

11. STATISTICAL MODELING
 Regression analysis is a mathematical procedure:
 It predicts the dependent variable on the basis of factors (independent
variables)‫‏‬
 EXAMPLE: Employees number on Customers number
# Employees
# Customers
50 100 150
75
50
25
0

12. UNIT DEMAND FORECASTING
 The bottom-up approach:
 Unit managers analyze current and future needs person-by-person and job-
by-job
 Headquarters totals the unit forecasts
 The sum is the corporate employment forecast
Managing Director
Sales Director
Marketing
Director
Finance Director
A B C D Market
Research
Strategy Purchasing
Manager
Sales
Manager
Accounts
Manager

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SUPPLY FORECASTING
Once an organization has forecast its future requirements for employees, it
then goes on to the next search that is from where can it fulfil its
requirements.
• It therefore needs to determine if there are sufficient numbers and types of
employees and how many are eligible for the plausible positions.
The sources of manpower supply may be
1)Internal Supply
2)External Supply

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Transfer
Promotion
Internal supply analysis is done with…..
Staffing
tables/mannin
g charts
Skill
inventories
Replacement
chart
Markov
analysis

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External supply….
•Educational institutes
•Advertisement
•Placement agencies
•Telecasting

16. DETERMINING MANPOWER GAPS
 There are two possibilities to balance the gap between human
resource demand and supply:
1. MANAGING OVERSUPPLY
2. OVERCOMING EMPLOYEE SHORTAGE
Demand Supply
Gap?
HR Needs

17. A. MANAGING OVERSUPPLY:
1. Early retirement offers
2. Internal transfers
3. Job sharing
4. Use of part-time workers
DETERMINING MANPOWER GAPS

18. B. OVERCOMING EMPLOYEE SHORTAGE:
1. Overtime
2. Part-time workers
3. Temporary employment agencies
4. Transfers
5. Contract workers
6. Promotions
7. Full-time employees
DETERMINING MANPOWER GAPS

19. OPERATIONAL PLANS
• Recruitment plan
• Redeployment plan
• Redundancy plan
• Training plan
• Productivity plan
• Retention plan
?
CVP

20. Human Resource Information Systems
 Information is the key to successful HR planning
 A human resource information system (HRIS) is an integrated way to
acquire, store, analyze and control information flow through an organization
 A highly developed HRIS can increase the efficiency and
response times of:
 Tracking applicants
 Skills inventory
 Career planning
 Employee service programs
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21. Presented by:
VIKAS SONI
Management Scholar,
Pharmaceutical Management.
NIPER, Mohali, Punjab, India.
Vikas.niper2014@gmail.com
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