Manpower Planning

• Basically, it’s process of

understanding and ascertaining
the requirement of “Manpower’
having the set of requisite “skill &
Knowledge” as per the
requirement of the organisation.
• It starts with ‘Skill Inventory’.
 Manpower Planning In Hospital

• Nature and Scope of Manpower Planning :-

Manpower planning may be defined as a
technique for the procurement, development,
allocation and utilization of the human resources
in the organization.
• It views employees are scarce and costly
resources, whose contribution must be developed
to the fullest by the management. Manpower
planning is basically concerned with having the
right types of personnel for the right job at the
right time, at right place and cost. This is done by
studying three types of forecasts :
 Manpower Planning In Hospital
•  Economic forecast
•  Hospital’s expansion forecast
•   Employee’s market forecast
The management has to meet the challenge of
various pressure such as political, economical and
technological, to ensure that the future of the
hospital remains bright under all circumstances.
The emergence of more hospital in the vicinity and
better opportunities offered by other hospitals
coming up, can result in high ‘employee-turnover’
and a source of potential ‘Manpower loss’.
 Manpower Planning In Hospital
• Factors for consideration in case of ‘Proposed’
Hospital
1. Location
2. Bed capacity
3. ICU Bed capacity
4. General OR specialisation
5. Services to be offered to the patient
6. Machinery / Equipment
7. Employer’s capacity to pay
8. Facilities to be out-sourced
9. Level of computerisation / Automation
 Manpower Planning In Hospital
• Factors for consideration in case of ‘Existing’ Hospital
1. Reasons for ‘Manpower Planning
2. Expansion
3. Adoption of new technology
4. Additional services to the patients
5. Staff ‘Ratio’ with Bed capacity
6. Introduction of new facility ( Path-lab)
7. Increase in work load due to specific condition
(Pandemic)
8. Increased ‘Employee Turn-over’
9. Govt. Policies
 Human Resource Requirement in Hospital
•
Requirement for human resource must be analyzed  in term
  

of number of personnel needed for each types of job.

•  Employee means any persons who works in any capacity in a
hospital e.g Dr, nurse, paramedical……………skilled/semi-
skilled/unskilled employee.
•  Depend upon size of the hospital ,types on the hospital and
degree of care it provides are of the hospital, type of
equipment used(automatic, semi-automatic or manually
operated etc)
•  Under prevailing conditions, to manage every bed, whether
in a small or big hospital, it requires 3 to 5 personnel.
 Need for manpower planning
• Every hospital has to do manpower planning for the
following reasons :
1.    Shortage of certain categories of employee
2.    Advancement of medical science and technology resulting
in need for new skills and new categories of employee
3.    Changes in organization design and structure affecting
manpower demand
4.    Government policies in respect to reservation of seat for
handicapped person/women and others.
5.    Labour law affecting demand and supply of labour.
6.    International scenario of employment eg employment of
nurses, doctors, paramedical personnel In USA, UK, Ireland,
the gulf countries etc.
7.    Introduction of computer.
 Benefits of Man power Planning
v    Enables
an organization to have the right
person at the right place and at the right time
v   Provides scope for advancement and
development of employee through training
development etc.
v   Helps in anticipating advertisement and
salary budgets
v   Foresees the need for redundancy and plan
to eliminate it
v  
 Benefits of Man power Planning
Plans for better working conditions, fringe
benefits, training needs
v   Given an idea of the type of tests to be
used and interview techniques in
selection based on the level of skills ,
qualification , intelligence, value etc of
future manpower and
   Helps improve service to
patients  and contribution of working
personnel.
Objectives of Man power Planning
•       Very wide and varied
•         Most important are :-
•   Ensuring maximum utilization of personnel
•    Assessing future requirements of the organization.
•   Determining recruitment sources
•    Anticipating from past records :
•   Resignations
•   Discharge simpliciter (simple discharge)
•   Dismissals and
•   Retirements
•         Determining training requirements for mgmt
development and org development
 Manpower Planning Steps

• Manpower planning covers the total activity of the

personnel function such as recruitment selection,
training, career development , staff appraisal etc.
Manpower planning involves the following steps.
1.    Understanding the Business Plan and new
Technology adoption plan.
2.Scrutiny of the presents personnel strength
3.    Anticipation of future skill & knowledge needs
4.    Strengthening the Training activity for up-gradation
of skill & knowledge of present employees.
5.    Consideration of rate of out-going employees
(Retirement & job change)
 Scrutiny of the present personnel strength of personnel

• SWOT analysis of present Manpower is the

corner-stone in manpower planning. This
helps in management development, in
determining training needs and in
the  optimum utilization of personnel
whenever they are needed most. An
examination of present staffing can further
determine the exact number of personnel
required and their skill-levels.
 Anticipation of manpower needs
• The anticipation of the needs for manpower
generally involves taking an inventory of the
existing personnel who are ‘in stock’ today, and
what can be expected to be in stock tomorrow.
This forecast is prepared every year for the next
five year. It’s objectives is to determine the
number of personnel likely to be needed an
account of any reason what ever; promotion of
employees to higher pasts, losses that are likely to
occur through resignations, discharge simpliciter ,
dismissals ,retirements etc. Ultimately the net
requirements of the hospital are indicated.
 Planning job requirements and job description

• Manpower planning consists of studying job

requirements and preparing job description.
The requirements of each and every jobs must
be thoroughly studied through job analysis.
• Job Description is the list of ‘Duties’ and
‘Responsibilities’ of a particular position.
 Job Analysis
• Job analysis is the process of examine a job to identify
its component parts and the circumstances in which it
is performed . It is necessary to be familiar with this
techniques because its application is quite wide and
extends across the whole range of staff management
function.
• Job analysis should , therefore be concerned with
realities and practical possibility. It should indicate
how a job is taken care of within the limits of human
capacity. It is a tools of the management aimed at
eliciting detailed information about a job. At the same
it can act as a problem-solving device.
 The steps in conducting job analysis are as follows :

1.    The analysis should commence with a fairly brief statement of initial

requirements such as aptitude, educational, qualification, training and
experience.
2.    The next main iteam should be a description of the responsibilities under
broad headings such as physical effort ( amount of physical effort required
for moving, lifting, duration etc )mental effort (the degree of intelligence
needed) and responsibilities (for controlling staff, material, equipment, cash
etc)
3.    Environment and conditions of service are to be considered and analyzed,
such as physical surrounding (indoor, outdoor, temperature, humidity, noise
etc) accident hazards, shift duties, prospects of advancement, occupational
illness etc.
4.    The constraints, difficulties and pressure of the job should also be
brought out. For instance, in the case of an account responsible for
preparation of consolidated figure for the top management, the time by
which these figures must be prepared and its impact on his other duties
during this period must be spelt out.
 Job Description
• The job description is a broad statement of the
purpose, scope, duties and responsibilities of a
particular job.
• This is a resultant of the job analysis .
• It provides the detailed factual information
required by candidates and selectors a like in
order to thoroughly understand the ‘Skill’
requirements of a job.
• To avoid confusion and misunderstanding, a job
description should be prepared jointly by human
resource department and concerned department
head.