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Human Resource (Manpower or Personnel) Planning (HRP) involves : Forecasting (Estimating) the Manpower requirements and recruitment. Manpower Allocation Manpower Motivation Manpower Development
the organisation. This helps the production process to run smoothly. Thus, HRP helps to avoid disturbances in the production process. Basis for effective recruitment and selection : HRP is the basis for effective recruitment and selection in the organisation. It helps the organisation to select the right man for the right post. Basis for employee development programmes : HRP is the basis for employee development programmes.
4. Comparison of Manpower
The HRD manager then compares the manpower requirements and manpower supply.
5. In case of no difference
If there is no difference between the manpower requirements and the manpower supply, then the HRD manager does not take any action. This is because manpower requirements are equal to the manpower supply.
6. In case of difference
If there is a difference between the manpower requirements and the manpower supply the HRD manager takes the following actions.
1. Manpower Surplus
If the manpower requirements are less then the manpower supply then there is a surplus. During manpower surplus, the HRD manager takes the following actions :Termination i.e removal of staff. Lay-off. Voluntary retirement.
2. Manpower Shortage
If the manpower requirements are greater than the manpower supply then there is manpower shortage. During manpower shortage, the HRD manager takes the following actions :Promotions Overtime Training to improve quality. Hire staff from outside, etc.
7. Motivation of Manpower
HRP also motivates the employers and managers by providing, financial and non-financial incentives.
Organizations need to do human resource planning so they can meet business objectives and gain a competitive advantage over competitors. Human resource planning compares the present state of the organization with its goals for the future Then identifies what changes it must make in its human resources to meet those goals
The human resource planning process, demands the HR manager to first understand the business requirement. Only if he comprehends the nature and scope of the business, will he be able to employ those who will deliver the required performance. When it comes to engaging the manpower, the manager should have a keen eye for spotting the talent. It ensures that the workforce is competent enough the meet the targets. Additionally, the existing 'talent pool' in the workplace should be taken into consideration, so that people with complimentary skills can be employed. The functions of the HR manager are varied, he has to assess the currently employed workforce and their shortcomings. Identifying these shortcomings goes a long way in choosing an efficient workforce. While recruiting the new employees, the HR manager must calculate the expected workload. This way the HR department can design an accurate job profile and job expectations. Once you have the decided job descriptions, looking for candidates who fit the job will be easy. Don't be fooled by their qualifications, it is only the relevant experience that matters more. A good HR manager is one who has the zeal and passion to motivate his prospective employees to perform to their potential.