Manpower Planning
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MANPOWER PLANNING / HUMAN RESOURCE PLANNING
Ms. Swati Bhatiya Lecturer ,GLA IPS
HRP / MANPOWER PLANNING IS THE PROCESS OF DETERMINING MAN POWER REQUIREMENTS IN ORDER TO CARRY OUT THE INTEGRATED PLAN OF THE ORGANISATION “It also may be defined as the movement of person from CURRENT manpower position to ots DESIRED manpower position” ………By…E.W. Vetter.
MAJOR ACTIVITIES…… 1: Forecasting 2: Making an inventory 3:Anticipating 4:Planning
WHY HRP? To show The number of recruits required in a specified timeframe & the availability of talent. Early indications of potential requirement or retention difficulties. Surpluses or deficiencies in certain ranks or grades. Availability of suitable qualified & experienced successors. To meet expansion programs. To meet challenge of a new & changing technology & new techniques of production & to train them as per requirement.
IMPORTANCE OF HRP Future
Personnel needs. Coping with changes. Creating highly talented Personnel. Foundations of Personnel functions. Protection of weaker sections. Increasing investments in Human Resource.
PROCESS 1. 2. 3. 4. 5. 6.
ORGANIZATIONAL OBJECTIVES, PLANS & POLICIES. FORECASTING NEEDS FOR HR FORECASTING SUPPLY OF HR. HR PROGRAMMING. HRP IMPLEMENTATION. CONTROL EVALUATION OF PROGRAMME.
FORCASTING TECHNIQUES Managerial
judgment. Ratio trend analysis. Mathematical models. Work study techniques. Others.
LIMITING FACTORS…. 1. 2. 3. 4. 5. 6.
INACCURACY. EMPLOYEE RESISTANCE. CONCEPT OF MISUNDERSTANDING. UNCERTANITIES. LACK OF TOP MGMT SUPPORT. TIME & EXPENSE.
Ms. Swati Bhatiya Lecturer ,GLA IPS
HRP / MANPOWER PLANNING IS THE PROCESS OF DETERMINING MAN POWER REQUIREMENTS IN ORDER TO CARRY OUT THE INTEGRATED PLAN OF THE ORGANISATION “It also may be defined as the movement of person from CURRENT manpower position to ots DESIRED manpower position” ………By…E.W. Vetter.
MAJOR ACTIVITIES…… 1: Forecasting 2: Making an inventory 3:Anticipating 4:Planning
WHY HRP? To show The number of recruits required in a specified timeframe & the availability of talent. Early indications of potential requirement or retention difficulties. Surpluses or deficiencies in certain ranks or grades. Availability of suitable qualified & experienced successors. To meet expansion programs. To meet challenge of a new & changing technology & new techniques of production & to train them as per requirement.
IMPORTANCE OF HRP Future
Personnel needs. Coping with changes. Creating highly talented Personnel. Foundations of Personnel functions. Protection of weaker sections. Increasing investments in Human Resource.
PROCESS 1. 2. 3. 4. 5. 6.
ORGANIZATIONAL OBJECTIVES, PLANS & POLICIES. FORECASTING NEEDS FOR HR FORECASTING SUPPLY OF HR. HR PROGRAMMING. HRP IMPLEMENTATION. CONTROL EVALUATION OF PROGRAMME.
FORCASTING TECHNIQUES Managerial
judgment. Ratio trend analysis. Mathematical models. Work study techniques. Others.
LIMITING FACTORS…. 1. 2. 3. 4. 5. 6.
INACCURACY. EMPLOYEE RESISTANCE. CONCEPT OF MISUNDERSTANDING. UNCERTANITIES. LACK OF TOP MGMT SUPPORT. TIME & EXPENSE.
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