Manpower Planning

Manpower planning is also known as

Human Resource Planning.
It involves identifying staffing needs by
analyzing the available Human Resource
&

Determining

what

addition

or

replacement are required to maintain a

staff of the desired size & quality.

Manpower planning is directly related to :1.

Quality of product,

2.

Market demand for the same &

3.

Type & the level of skills necessary to produce a product

required by general consumer in the area of operation of an
enterprise.

Manpower planner has to consider following factors

while planning:4.

Stage of economic development

5.

Trends in expansion of demand for various commodities &

services.

6.

Capacity to generate additional resources

7.

Level of technological development

8.

Type of personnel available in given region.

Objectives of Manpower Planning:1.

Ensuring H.R. are made available as & when required.

2.

Optimum Utilization of H.R.

3.

Determining the recruitment level & training needs.

4.

Provide employees technical skills to face changes expected

to take place in future.

5.

Provide basis for management & orgonisation development

programmes.

6.

Drawing attention to trouble spots.

7.

Avoid redundancy & redeployment of the existing employee.

8.

Ensure career planning of every employee & prepare

succession programmes for the organization.

Functions of Manpower
Planning:1.

To determine gross manpower need for the orgonisation.

2.

To translate manpower need into skill & talent.

3.

To maintain an updated manpower inventory with detail

information

4.

To estimate future manpower requirement considering future

plans of orgonisation.

5.

To formulate the plan for recruitment, promotions, transfer,

training of manpower to find equilibrium between current
manpower resource & future requirement.

6.

To recruit right no. of employee with right skills & ability & to
allocate them right jobs for their productive utilization.

To manage replacement of manpower

7.

resulting from retirement, death, transfer,

promotion, resignation, dismissal etc.
8.

To

provide

sound

promotion

&

career

opportunities to the employees to keep

them with the orgonisation for long time.
9.

To reduce attrition among employees.

10.

To

study

various

causes

of

manpower

problem & to find out the solution.

Nilesh Mali VSIM Khed

Definitions:Job analysis is a process of studying &

collecting

information

relating

to

the

operations, & responsibilities of a specific job.

Edwin Flippo.

Job analysis is the process of critically

evaluating

the

operations,

duties

&

relationship of the jobs.

Scott & Clothier

Nilesh Mali VSIM Khed

Steps In Job
Analysis.
1.

Collection Of Background Information.

2.

Collection Of Job Analysis Data.

3.

Developing Job Description.

4.

Developing Job Specification.

Nilesh Mali VSIM Khed

Job Analysis
Job analysis is the process of studying & collecting information
relating to the operation & responsibilities of the specific job.
Immediate products of the this analysis are as follows:-

1.

Job Description :It is an organized, factual statement of duties & responsibilities

of specific job.

2.

Job Specification:It is a statement of minimum

acceptable human qualities

necessary to perform a job properly

Advantages of Job Analysis

1.

Recruitment & Selection of Personnel.

2.

Job evaluation.

3.

Training programme.

4.

Promotion, transfer etc.

5.

Performance evaluation.

6.

Employment guidance.

7.

Maintaining good labour relation.