This document discusses personnel management and manpower planning. It defines personnel management as planning, organizing, compensating, integrating, and maintaining employees to achieve organizational, individual, and societal goals. Manpower planning identifies current and future human resource needs to help an organization achieve its objectives. The key aspects of manpower planning include analyzing current staffing levels, forecasting future needs, identifying surpluses and shortages, and developing employment and training programs. The advantages of manpower planning are that it allows for employee advancement, satisfies employee needs, and helps anticipate costs while the disadvantages include difficulties preparing accurate long-term forecasts due to changing conditions.

1. Personnel Management
• Personnel Directors – New Corporate Heroes
• Outsourcing is a New Accession
• Multi – Skilled Manpower
• Six- Sigma Practices – TQM
• Innovative Reward Plans
• Smooth Lay off

2. Personnel Management
• According to Flippo, “Personnel management is the
planning, organizing, compensation, integration &
maintenance of people for the purpose of achieving
organizational, individual & societal goals.”
• Personnel Management is essentially “Workforce”
centered whereas Human Resource Management is
“Resource” centered.

3. Objectives – Personnel Mgt.
• Future Expansion
• Quantitative & Qualitative Aspects of Labour.
• Assessing the Requirement
• Effective Utilization of Manpower
• Reducing Under Utilization.
• Planning for Recruitment, Selection, Promotion, Transfer,
Training & Development.

4. Role of Personnel Manager
• Provides Assistance to top Management
• Acts as a Staff Specialist
• Acts as a Counselor
• Attends Problems & Grievances of Employees.
• Acts as a Mediator
• Linking Pin between Management & Workers.
• Acts as a Spokesman

5. Qualities of a Personnel Manager
Relationship
Characteristics
• Customer Service
• Mediator
• Team Player
• Mutual Respect
• Collaboration
• Value Others
Business Characteristics
• Industry Knowledge
• Knows When to Delegate
• Organized
• Basic Money Management
• Business Hierarchy
• Legal Implications

6. Manpower Planning
• 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.
• Human resource planning is a process that identifies current & future human
needs for an organization to achieve its goals.

7. Need of Manpower Planning
• Analyzes Current Human Resources & Manpower forecasts
• Shortages & Surpluses – Manpower
• Design Employment Programmes
• Helps to Reduce Labour Cost
• Overstaffing Can Be Avoided.
• Growth & Diversification of Business
• Training Programmes to Develop Talents.
• Manpower Management.

8. Importance – Manpower Planning
• Key to Managerial Functions
• Four Managerial Functions, i.e., Planning, Organizing,
Directing & Controlling.
• Efficient Utilization
• Motivation
• Better Human Relations
• Higher Productivity

9. Steps In Manpower Planning
• Analyzing Current Manpower Inventory
• Type of Organization, Number & Quantity of
Departments
• Employees In Work Units
• Making Future Manpower forecasts
• Expert Forecasts: Expert Surveys & Delphi
Technique
• Trend Analysis
• Work Load Analysis & Work force Analysis
• Other Methods: Budget & Planning Analysis
• Developing Employment Programmes
• Design Training Programmes

10. Manpower Planning
A
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• Advancement & development
of employees
• Satisfy needs of the
employees
• Anticipating the cost of salary
• Foresee the need for
redundancy.
• Planning for working
conditions like canteen,
schools, etc.
D
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S
A
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V
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N
T
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• Difficult to prepare long range forecast
accurately.
• Changes in economic condition,
technology, market condition & labour
force condition tend to make long range
forecast unreliable.
• Uncertainty & forecasting inaccuracies
are more when it comes to dealing with
human resources.