Manpower Planning

This presentation includes notes collected from various sources from internet during my study journey with regard to the topic Manpower Planning

1. Manpower Planning

2. Steps involved in the Human resource planning process in proper order : Environmental Scanning Organisational objectives and Policies HR Demand Forecast HR supply forecast HR Programming HRP implementation Control and evaluation of programme Surplus - restricted hiring Shortage - Recruitments and Selection The Delphi technique is named after the ancient Greek Oracle at the city of Delphi. What does the Delphi technique use to do the forecasting? : Personal needs Human Resource Information System : is a systematic procedure for collecting, storing, maintaining, retrieving and validating data needed by an organisation about its human resources . Turnover Rate = (Number of separations during one year /Average number of employees during the year ) * 100

3. Manpower planning is the process which includes forecasting , developing and controlling by which a firm ensures that it has:- The right number of people. The right kind of people At right place At right time . Manpower planning is also known as personnel planning or human resource planning . Manpower planning involves two stages : Planning of manpower requirements Planning of manpower supplies Objectives : To utilize the present employees fully. To fill up future manpower requirements. To check the development of the employees for organizational growth. To achieve organizational goals in an efficient way. To manage and utilize resources properly and effectively .

4. Characteristics: Future oriented. Continuous process Optimum utilization of human resources Right kinds and numbers Determination of demand and supply Environmental influence Importance: The first step towards manpower management. Using available assets for the implementation of the business plans. Coordinates and controls various activities in the organization . Efficient utilization & skilled labour. Higher productivity.

5. Critical Incident Method Critical incident method or critical incident technique is a performance appraisal tool in which analyses the behavior of employee in certain events in which either he performed very well and the ones in which he could have done better. Critical incident technique is used to collect data using a set of procedures. In critical incident method the observer observes critical human behaviors , skills used, incidents that occur on the job . In Critical incident method, the manager of the employee gives all the details of the incident. This method is quite subjective in nature as compared to other methods which may be very objective and would require just ratings out of 5/10 etc. It helps to define the competencies and Knowledge, Skills, Abilities and other attributes (KSAO) required for a task or set of tasks that entails a job. The observer not only looks at the hard skills used but also the mental abilities that are required by the job incumbent. Which method of job analysis is more suitable for the middle and top level management jobs and not for the lower level jobs ? : Critical incident technique

6. What is the Two Factor Theory ? Motivation-Hygiene Theory or the dual-factor theory This theory   was penned by Frederick Herzberg in 1959. This American psychologist, who was very interested in people’s motivation and job satisfaction, came up with the theory. Based on this, he developed the theory that people’s job satisfaction depends on two kinds of factors. Factors for  satisfaction  (motivators/satisfiers) and factors for  dissatisfaction  (hygiene factors/ dissatisfies).

7. Human Resource Development (HRD) includes such opportunities as employee training , employee career development,  performance management  and development, coaching, mentoring, succession  planning , key employee identification , tuition assistance, and  organization  development

8. Incentives

9. FRINGE BENEFITS