hr manpower planning and job analysis .pdf

hr manpower planning

1. Manpower
Planning&
Job Analysis
Submittedby:
ParulKaushik

2. Contents
•Concepts
•Objectives
•Characteristics
•Importance
•Typesofmanpowerplanning
•Process
•Example
•Factorsaffectingmanpowerplanning
•Advantages
•Job analysis
•Jobdescription
•Example
•Jobspecification
•Typesofjobanalysis
•Jobanalysisprogramandits uses
•Methodsofcollecting jobanalysisinformation

3. MANPOWER
PLANNING

4. Meaning
Manpowerplanningistheprocesswhichincludes forecasting,developingand controlling
bywhichafirmensuresthatit has:-
Therightnumberofpeople.
Therightkindofpeople
Atrightplace
Atrighttime.
Manpowerplanningisalsoknownaspersonnel planningorhumanresourceplanning.
Meaning

5. Concept
Manpowerplanninginvolvestwo stages:
planningof manpowerrequirements
planningofmanpowersupplies

6. Objectives
Toutilizethepresentemployeesfully.
Tofillupfuturemanpowerrequirements.
Tocheck thedevelopmentof theemployees fororganizationalgrowth.
 Toachieveorganizationalgoals inanefficientway.
 Tomanageand utilizeresourcesproperlyandeffectively.

7. Characteristics
Future oriented.
Continuousprocess
Optimumutilizationofhuman
resources
Rightkindsandnumbers
Determinationofdemandandsupply
Environmentalinfluence

8. Importance
The firststeptowardsmanpowermanagement.
Usingavailableassetsfortheimplementationofthe
businessplans.
Coordinatesandcontrolsvariousactivitiesinthe
organization.
Efficientutilization&skilledlabour.
Higherproductivity.

9. Typesofmanpowerplanning
Typesof manpowerplanningcanbedistinguished:
 On thebasisofthelevelatwhichitis done.
 Onthebasisofthe periodforwhichitisdone.
Onthebasisof
level
Onperiodbasis
Macro-level
(nationallevel)
Micro-level
(industrialunit
level)
Short
period
Medium
period
Longperiod
Manpower
Planning

10. Levelbasedmanpowerplanning:
Nationallevel(macrolevel)
•centralgovernmentplans forhumanresourcesfor theentirenation.
•Itanticipatesthedemandforand supplyof humanrequirementsatnationallevel.
e.g.Government sectors
Industrial level(microlevel)
•In thislevel,planningisdonetosuitmanpowerneedsofa particularindustry.
e.g. engineering,heavyindustries,paperindustries,publicutility,textile/chemicalindustries
Typesofmanpowerplanning(contd.)

11. Typesof manpowerplanning (Contd.)
Periodbased manpowerplanning:
Shortterm
•Prepared foraperiodof1year
•Thistypes ofplansaremadeas apartof5yearsplansatnationallevel.
•Usefulatcompanylevel.
Mediumterm
•Madefor2to 5years
•Preparedasafinancialplanningatnationallevel
•Foremploymentopportunitiesand training and developmentof employees.
Longterm
•Madefor10to15years.
•Estimatesmanpowerneedsofa nation
•Riseseducational andtraining

12. Process
Demandforecasting
Supplyforecasting
Existinginventory
Estimatingnet
manpower
requirement
Redeployment
Redundancy/
Retrenchment
Recruitment
&
selection
Analysis ofthecorporateandunitlevelstrategies

13. Manpowerplanningof
Infosys:
•
Strategyplanning,
•
Employeesearch,
•
ScreeningthroughInterviews,
•
Evaluationaboutaperson
Example

14. ManpowerplanningofMcDonalds:
•Outsourcingthedemand tolocalrecruitmentagencies.
•Each position has a jobdescriptionoutline.
•Careerfairs.
•Localjobcentres.
•Offersonlineapplicationsfortheapplicantstomanage
thelaboursupplyforits outlets.

15. Factorsaffectingmanpowerplanning
Productmix:
•Optimumproductive capacityandsalesforecast
•Optimum utilizationofhumanandmaterialresourcesPerformancemix:
•Dependsupontheworkingconditions,bonusschemes,suitableincentiveplan,training program,
motivation etc.
•Motivationdirectlyproportionaltoperformance rateand inverselyproportionaltothelabourcapacity
Hourlost:
•Ifproductiveman hourslostareless,thereavailableproductivehourswillbemoreandlessmanpower
willbeneeded.

16. Advantages
Manpowerplanningensuresoptimum useof availablehumanresources.
Itisusefulbothfororganizationandnation.
It generatesfacilitiestoeducatepeople inthe organization.
Itbrings about fasteconomic developments.
Itboosts thegeographicalmobilityoflabor.

17. JOB
ANALYSIS
&
DESCRI
PTION

18. •Itisthefirststepinjobevaluationand
requiresinvestigationofeachjobskillsand
personalattributesrequiredtoperformthe
jobsatisfactorily.
•Determinationofdutiesandpositionsand
characteristicsofthepeopletohireforthe
company.
Jobanalysis

19. Jobdescription
Jobdescriptionindicateswhatallajobinvolves.
Itincludes:
Jobtitle
Joblocation
Jobsummary
Workingcondition
Reportingto
Jobduties
Machinesto beused
Hazards

20. •Shewillberesponsible and overallIn-chargeof
NursingServicesinahospitalorspecializedcentres
irrespectiveofthenumberofbeds.
•She willcarryoutregularroundsofthehospital.
•Shewillensuresafeandefficientcarerenderedto
patientsinvariouswardsetc.
•Shewillpreparebudgetsfornursingservices.
•Shewillbeamemberof variouscondemnationboards
forlinenandother hospitalstores.
•She willberesponsibleforcounsellingandguidance
ofsub-ordinatestaff.
Examplefornursing
superintendent

21. Jobspecification
Referstowhatkindofpeopletohirefor thejob
Personalcharacteristics
Physical characteristics Mental
characteristics
SocialandPsychologicalcharacteristics

22. TypesofJobanalysis
Taskbased:
Competencybased:
Individualcapabilitiesthatcanbelinkedtoenhancedperformancebyindividualsorteams.
Task Duty Responsibility
Technicalcompetencies Behavioralcompetencies

23. Jobanalysisprogramanditsuses
Recruitmentandreplacement
Betterutilizationofworkers
Jobrestructuring
VocationalCounselling
Training
Performance evaluation
Occupationalsafety

24. Methodsof collectingJobanalysis
information
Interview
Questionnaires
Observation
ParticipantDiary/Logs
QuantitativeJobAnalysisTechniques
UsingMultipleSourcesof Information