Manpower Planning 1

MANPOWER
PLANNING
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
MEANING ✓At right place
✓At right time
Manpower planning is also known as personnel

planning or human resource planning.
CONCEPT
Manpower planning involves 2 stages:-
✓ Planning of manpower requirements

✓ Planning of manpower supplies
✓To utilize the present employees fully.
✓To fill up future manpower requirements.
✓To check the development of the

OBJECTIVES employees for organizational growth.
✓To achieve organizational goals in an

efficient way.
✓To manage and utilize resources properly

and effectively.
✓Future oriented
✓Continuous process
✓Optimum utilization of human resources

CHARACTERISTICS
✓Right kinds and numbers
✓Determination of demand and supply
✓Environmental influence
✓The first step towards manpower management.
✓Using available assets for the implementation of

business plans.
IMPORTANCE ✓Coordinates and controls various activities in the

organization.
✓Efficient utilization and skilled labor.
✓Higher productivity.
Types of manpower planning can be distinguished
as:-
TYPES OF ✓On the basis of the level at which it is done-

Macro level ( national level ) and Micro-level (
MANPOWER industrial unit level ).
PLANNING
✓On the basis of the period for which it is done-
Short period, Medium period and Long period
✓NATIONAL LEVEL ( MACRO LEVEL )
• Central government plans for human resources
for the entire nation.
• It anticipates the demand for and
TYPES OF supply of human requirements at national level.
MANPOWER e.g. Government sectors
PLANNING ( ✓INDUSTRIAL LEVEL ( MICRO LEVEL )
• In this level planning is done to suit manpower
CONTD. ) needs of a particular industry
e.g. engineering, heavy industries, paper
industries etc.
✓ PERIOD BASED MANPOWER PLANNING
Short term
• Prepared for a period of 1 year.
• This type of plans are made as a part of 5 year plans at national level.
• Useful at company level.
Medium term
CONTD..... •
•
Made for 2 to 5 years.
Prepared as a financial planning at national level.
• For employment opportunities and training and development of employees.
Long term
• Made for 10 to 15 years.
• Estimates manpower needs of a nation
• Rises education and training.
PROCESS
Demand forecasting Supply forecasting Existing inventory
Analysis of the corporate and unit level strategies
Redeployment Estimating net manpower

recruitment/selection
redundancy/retrenchment requirement
EXAMPLE
• Strategy planning
MANPOWER • Employee search

PLANNING OF
• Screening through interviews
INFOSYS
• Evaluation about a person
You get to interact
with
In the 1st round
➢ Your recruiter In the 2nd round
➢ We are looking at several things ➢ Your manager
such as: or team lead
➢ We assess:
❖ Your interest in the position
❖ Career expectations ❖ Your domain
❖ Your professional background knowledge
❖ Your fit in the
❖ Language capabilities( specialized
current team
language tests )
➢ We further discuss:
❖ General working environment
❖ Atmosphere in our teams
❖ Benefits offered by Infosys
❖ The job responsibilities
The job offer
MANPOWER PLANNING OF
McDonalds
✓ Outsourcing the demand to local recruitment agencies.
✓ Each position has a job description outline.
✓ Career fares.
✓ Local job centers.
✓ Offers online applications for the applicants to manage the
labor supply for its outlets.
Product mix:
• Optimum productive capacity and sales forecast.
• Optimum utilization of human and material resources.
FACTORS Performance mix:
AFFECTING • Depends upon the working conditions, bonus schemes,

suitable incentive plans, training program, motivation etc.
MANPOWER • Motivation directly proportional to performance rate and
inversely proportional to the labor capacity
PLANNING
Hour lost:
• If productive man hours lost are less, there available
productive hours will be more and less manpower will be
needed.
✓Manpower planning ensures optimum use of
available human resources.
✓It is useful both for organization and nation.
ADVANTAGES ✓It generates facilities to educate people in the

organization.
✓It brings about fast economic developments.
✓It boosts the geographical mobility of labor.

JOB ANALYSIS AND
JOB DESCRIPTION
JOB ANALYSIS
• It is the 1st step in job

evaluation and requires
investigation of each job skills
and personal attributes
required to perform the job
satisfactorily
• Determination of duties and

positions and characteristics
of the people to hire for the
company
Job description indicates what all a job involves.
It includes:
✓Job title
✓Job location
JOB ✓Job summary
DESCRIPTION ✓Working condition
✓Reporting to
✓Job duties
✓Machines to be used
✓Hazards
• She will be responsible and overall in-charge of
nursing services in a hospital or specialized centers
irrespective of the number of beds.
• She will carry out regular rounds of the hospital.
EXAMPLE FOR A • She will ensure that safe and efficient care is
NURSING rendered to patients in various wards.
SUPERINTENDENT • She will prepare budgets for nursing services.

• She will be a member of various condemnation
boards for linen and other hospital stores.
• She will be responsible for counselling and
guidance of sub-ordinate staff.
JOB SPECIFICATION
Refers to what kind of people to hire for the job
Social and
Personal
psychological
characteristics
characteristics
Physical
characteristics
Mental
characteristics
TYPES OF JOB ANALYSIS
Task based :
Task Duty Responsibility
Competency based :
Individual capabilities that can be linked to enhanced performance by
individuals or teams.
Technical competencies Behavioral competencies

✓ Recruitment and replacement
✓ Better utilization of workers
JOB ANALYSIS ✓ Job restructuring
PROGRAM ✓ Vocational counselling
AND ITS USES ✓ Training
✓ Performance evaluation
✓ Occupational safety
METHODS OF COLLECTING JOB
ANALYSIS INFORMATION
✓ Interview
✓ Questionnaires
✓ Observation
✓ Participant diary/logs
✓ Quantitative job analysis techniques
✓ Using multiple sources of information

THANK YOU

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MANPOWER

✓The right number of people

Manpower planning is also known as personnel

Manpower planning involves 2 stages:-

✓ Planning of manpower requirements

✓To fill up future manpower requirements.

✓To check the development of the

✓To achieve organizational goals in an

✓To manage and utilize resources properly

✓Optimum utilization of human resources

✓Determination of demand and supply

✓Using available assets for the implementation of

IMPORTANCE ✓Coordinates and controls various activities in the

✓Efficient utilization and skilled labor.

TYPES OF ✓On the basis of the level at which it is done-

Demand forecasting Supply forecasting Existing inventory

Analysis of the corporate and unit level strategies

Redeployment Estimating net manpower

MANPOWER • Employee search

FACTORS Performance mix:

AFFECTING • Depends upon the working conditions, bonus schemes,

✓It is useful both for organization and nation.

ADVANTAGES ✓It generates facilities to educate people in the

✓It brings about fast economic developments.

✓It boosts the geographical mobility of labor.

• It is the 1st step in job

• Determination of duties and

SUPERINTENDENT • She will prepare budgets for nursing services.

Task Duty Responsibility

Technical competencies Behavioral competencies

✓ Better utilization of workers

JOB ANALYSIS ✓ Job restructuring

PROGRAM ✓ Vocational counselling

AND ITS USES ✓ Training

✓ Quantitative job analysis techniques

✓ Using multiple sources of information

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