MANPOWER MANAGEMENT

RAVI RAI MITTAL

GO- 004387L

PRABHAT KUMAR
GO- 004394F

CHAHAT SHARMA
GO-004391N
 DEFINITION

MANPOWER PLANNING WHICH IS ALSO

CALLED AS HUMAN RESOURCE PLANNING
CONSISTS OF PUTTING RIGHT NUMBER OF
PEOPLE AT THE RIGHT PLACE AND RIGHT
TIME DOING THE RIGHT THINGS FOR
WHICH THEY ARE SUITED FOR THE
ACHIEVEMENT OF GOALS OF
ORGANISATION
 Steps in Manpower Planning

1) ANALYSING THE CURRENT MANPOWER

INVENTORY:
IT IS DEPENDANT UPON:-
Number of departments
Number and quantity of such departments
Employees in these work units
 Steps in Manpower Planning

2) Making future Manpower forecasts

The Manpower forecasting techniques commonly employed by the
organizations are as follows:
Expert Forecasts: This includes informal decisions, formal expert surveys
Trend Analysis: Manpower needs can be projected through extrapolation
(projecting past trends), indexation (using base year as basis), and
statistical analysis (central tendency measure).
Work Load Analysis: It is dependent upon the nature of work load in a
department.
 Steps in Manpower Planning

Developing employment programmes- Once the

current inventory is compared with future forecasts,
the employment programmes can be framed and
developed accordingly, which will include recruitment,
selection procedures and placement plans.
Design training programmes- These will be based
upon extent of diversification, expansion plans,
development programmes,etc. Training programmes
depend upon the extent of improvement in technology
and advancement to take place. It is also done to
improve upon the skills, capabilities, knowledge of the
workers.
 IMPORTANCE OF
MANPOWER PLANNING
Key to managerial functions- The four managerial
functions, i.e., planning, organizing, directing and
controlling are based upon the manpower. Human
resources help in the implementation of all these
managerial activities. Therefore, staffing becomes a key
to all managerial functions.
Efficient utilization- Efficient management of
personnels becomes an important function in the
industrialization world of today. Seting of large scale
enterprises require management of large scale
manpower. It can be effectively done through staffing
function.
 IMPORTANCE OF
MANPOWER PLANNING
Motivation- Staffing function not only includes putting right
men on right job, but it also comprises of motivational
programmes, i.e., incentive plans to be framed for further
participation and employment of employees in a concern.
Therefore, all types of incentive plans becomes an integral part
of staffing function.
Better human relations- A concern can stabilize itself if
human relations develop and are strong. Human relations
become strong trough effective control, clear communication,
effective supervision and leadership in a concern. Staffing
function also looks after training and development of the work
force which leads to co-operation and better human relations.
 IMPORTANCE OF
MANPOWER PLANNING
Higher productivity- Productivity level increases when
resources are utilized in best possible manner. higher
productivity is a result of minimum wastage of time, money,
efforts and energies. This is possible through the staffing and it's
related activities ( Performance appraisal, training and
development, remuneration)
 NEED OF MANPOWER
PLANNING
Manpower Planning is a two-phased process because manpower
planning not only analyses the current human resources but also
makes manpower forecasts and thereby draw employment
programmes. Manpower Planning is advantageous to firm in
following manner:
Shortages and surpluses can be identified so that quick action
can be taken wherever required.
All the recruitment and selection programmes are based on
manpower planning.
It also helps to reduce the labour cost as excess staff can be
identified and thereby overstaffing can be avoided
It also helps to identify the available talents in a concern and
accordingly training programmes can be chalked out to develop
those talents.
 NEED OF MANPOWER
PLANNING
It helps in growth and diversification of business. Through
manpower planning, human resources can be readily available
and they can be utilized in best manner.
It helps the organization to realize the importance of manpower
management which ultimately helps in the stability of a concern.
 OBSTACLES IN MANPOWER
PLANNING
Under Utilization of Manpower: The biggest obstacle
in case of manpower planning is the fact that the industries in
general are not making optimum use of their manpower and
once manpower planning begins, it encounters heavy odds in
stepping up the utilization.
Degree of Absenteeism: Absenteeism is quite high and
has been increasing since last few years.
Lack of Education and Skilled Labour: The extent of
illetracy and the slow pace of development of the skilled
categories account for low productivity in employees. Low
productivity has implications for manpower planning.
 OBSTACLES IN MANPOWER
PLANNING
Manpower Control and Review:
Any increase in manpower is considered at the top level of management
On the basis of manpower plans, personnel budgets are prepared. These act as
control mechanisms to keep the manpower under certain broadly defined limits.
The productivity of any organization is usually calculated using the
formula:Productivity = Output / Input. But a rough index of employee productivity is
calculated as follows:Employee Productivity = Total Production / Total no. of
employees
Exit Interviews, the rate of turnover and rate of absenteesim are source of vital
information on the satisfaction level of manpower. For conservation of Human
Resources and better utilization of men studying these condition, manpower control
would have to take into account the data to make meaningful analysis.
Extent of Overtime: The amount of overtime paid may be due to real shortage of
men, ineffective management or improper utilization of manpower. Manpower
control would require a careful study of overtime statistics.
 KEY ISSUES BEING FACED
RELATED TO MANPOWER/HR
KEY ISSUES BEING FACED ARE THE NEED TO:
Replace the loss of skilled trades people due to an aging
workforce.
Recruit sufficient numbers to meet demands for skilled
labor.
Improve the image of the ORGANISATION as a viable
career option.
Manage the labor supply in a volatile industry.
Make construction management and supervisor
training available.
 KEY ISSUES BEING FACED
RELATED TO MANPOWER/HR

Meet the increasing demand for strong basic skills.

Manage the de-skilling and re-skilling of the labour force
due to the introduction of new technology.
Respond to increasing health and safety requirements.
 CHALLENGES

These human resource issues can be translated into four

challenges facing the ORGANISATION:
1. Matching the projected demand for qualified trades people
with the future supply of skilled labour.
2. Creating and supporting a flexible, consistent, responsive
apprenticeship system.
3. Creating an innovative, responsive training delivery system
to maintain skill currency.
4. Facilitating worker mobility in response to skilled labour
demands.
 Matching projected demand with future
supply of skilled labor.

ISSUES
1) AGING WORKFORCE
2) LABOR SHORTAGES
3) ATTRACTING YOUNG PEOPLE

STEPS THAT CAN BE TAKEN TO MEET THE FUTURE

SUPPLY REQUIREMENTS IN BETTER MANNER
1) Improving the image of the organisation
2) Promoting career over here as a viable option for youth.
3) Improving recruitment and retention of youth