2. Presented To:-
Dr. Akhilesh Dixit
Faculty of IBM
CSJM University
Kanpur
Presented By:-
Jai Prakash
MBA (FT) 3rd Sem.
Batch: (2015-17)
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3. Manpower Planning:
Manpower planning is the process of including
forecasting, developing and controlling by which a
firm ensures that it has the right number of people and
the right kind of people at the right place at the right
time doing work for which they are economically most
useful.
4. Features of Manpower Planning:
Well defined objectives
Determining Personnel Needs
Having Manpower Inventory
Adjusting Demand and supply
Creating proper work-environment
5. Need For Manpower Planning:
Replacement of Persons
Labour Turnover
Expansion Plans
Technological Changes
Assessing Needs
6. Problems in Manpower Planning:
Accuracy of forecasts
Identity Crisis
Support of Top Management
Resistance from Employees
Insufficient initial efforts
Management Information System
Uncertainties
Expensive and time consuming
Coordination with other Managerial functions
Unbalanced Approach
7. Accuracy of forecasts:
Manpower planning involves forecasting the demand
and supply of human resources. Thus, the
effectiveness of planning depends upon the accuracy
of forecasts.
Identity crisis:
Many human resources specialist and the managers do
not understand the whole manpower planning
process. Because of this, there is generally and identity
crisis. Till the specialists develop a strong sense of
purpose, planning cannot be effective.
8. Support of Top Management:
Manpower planning requires full and wholehearted
support from the top management. In the absence of this
support and commitment, it would not be possible to
ensure the necessary resources, cooperation and support
for the success of the manpower planning.
Resistance from Employees:
Employees and trade unions resist manpower planning.
They feel that this planning increase their overall workload
and regulates them through productivity bargaining.
9. Insufficient Initial Efforts:
Successful human resource planning flourishes slowly and
gradually. Sometimes sophisticated technologies are
forcefully introduces just because competitors have
adopted them. There may not be successful unless
matched with the needs and environment of the particular
enterprise.
Management Information System:
Effectiveness of planning depends upon the reliability of
the information system. In most of the Indian industries,
human resource information system has not fully
developed. In the absence of reliable data it would not be
possible to have effective planning.
10. Uncertainties:
It is risky to depend upon general estimates of manpower in
the face of rapid changes in the environment. Absenteeism,
turnover, seasonal employment, technological changes and
market fluctuations are the uncertainties which serve as
constraints to manpower planning. Although discounts are
made for these factors while preparing the plan, but these
factors cannot be estimated correctly.
Expensive and Time Consuming:
Manpower planning is an expansive and time consuming
process. Employers may resist manpower planning feeling
that it increases the cost of manpower.
11. Coordination with other Managerial Functions:
There is generally a tendency on the part of the manpower
planners to remain aloof from other operating managers
and to become totally absorbed in their own world.
Unbalanced Approach:
Many human resource experts give more importance on the
quantitative aspect of manpower to ensure that there is
adequate flow of people in and out of the organisation.
They overlook the qualitative aspects like career
development and planning, skill levels, morale etc.
12. Limitations of Manpower Planning:
The future is uncertain. There are several external factors
like technological, political, cultural etc. that affects the
employment opportunities. Therefore, the management
can consider the human resource planning as a guiding
factor and can not rely completely on it.
With the surplus manpower, the companies try to remove
this imbalance using termination, layoff, removal of the
existing employees.
Human resource planning is time consuming since it
collects the complete information regarding the personnel
requirements of each department.
It is an expensive process.
13. Suggestions:
Integration with organizational plans
Period of manpower planning
Proper organization
Support of Top Management
Involvement of Operating Executives
Efficient and Reliable information system
