Manpower Planning

Introduction Personnel management is productive exploitation of manpower resources. This is also termed as Manpower Management. Manpower Management is choosing the proper type of people as and when required. It also takes into account the upgrading in existing people. Manpower Management starts with manpower planning. Every manager in an organization is a personnel man, dealing with people.

 Definition: Eric W vetter:- Manpower planning is the process by which management determines how the organization should move from its current manpower position to its desired manpower position.

 Meaning of manpower planning : Manpower planning means developing and determining objectives, policies and programmes to develop and utilize the available manpower stock in the desired direction to achieve the organization objectives, i.e. in other words, appointing right man on the right job.

 Objectives of Manpower planning: There are three basis of manpower planning. study of existing manpower stock by dividing it into groups on the basis of various functions, occupations, skill and qualification. Adjustment for wastage of manpower. Assessment of future manpower requirement taking into account the various foreseeable changes.

Prerequisites for manpower planning

1. Business objectives should be clear and declared in advance and the manpower planning should be integrated with it. 2. support from the top management is the must for management planning because it is the responsibility of it. 3. well organized Personnel Department will collect records, analysis, interpret and maintain full information relating to personnel.

 4. Determination of other related personnel policies like promotions, transfers, wage administration, overtime, fringe benefits, training etc. 5.Planning responsibility should be on personnel or planning manager or on some responsible senior executive. 6. Fixing planning period whether short term or long term. 7. Manpower standards should be fixed to avoid over and understaffing.

Types of manpower planning Short Term Manpower Planning Long Term Manpower Planning Unexpected Vacancies.

 Short term Planning :- means planning of manpower is not for more than two years. The following problems emerge in the short run: Weak incumbent. Strong Incumbent.

Short Term Manpower Planning

The weak incumbent :- i.e. where the present post-holder is not up to the mark. The following four approaches can be followed: Changing the man according to job. Changing the job contents according to man. Changing the man and the job. Removed of the incumbent

 The strong incumbent: i.e. where the existing incumbent has greater ability than required. This problem can be solved by: assigning additional duties. Assigning special problems Advice on special problems. Change in job according to man.

Long term Manpower planning

The long term manpower planning has the following four elements: Projecting initial manpower requirements. Taking stock of existing manpower available. Executing Recruitment and selection process. Development of total manpower

An unexpected vacancy
It occurs due to certain unavoidable circumstances, may be filled up by promotions or by preparing the man through training or vacancy is created due to following reasons'. Examples : Accident, On duty, Leave, Absent, Domestic Inquiry, Female on Maternity Leave, Transfer, Death etc.

General Advantages of Manpower planning.

Manpower planning ensures optimum use of available human resources. 1. It is useful both for organization and nation. 2. It generates facilities to educate people in the organization. 3. It brings about fast economic developments. 4. It boosts the geographical mobility of labor.

 5. It provides smooth working even after expansion of the organization. 6. It opens possibility for workers for future promotions, thus providing incentive. 7. It creates healthy atmosphere of encouragement and motivation in the organization. 8. Training becomes effective. 9. It provides help for career development of the employees.

Organizational Advantages of MP
For the expansion of the plant. To formulate effective recruitment and selection policy. To reduce the labour cost. To avoid disruption in production. To make it based on National Policy on employment. For effective employee development programme. For maintaining good industrial relations.