Manpower Planning

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Evaluation Pattern:
 Internal Assessment: 50 marks
 Attendance: 10 marks
 Presentation: 40 marks

 Written Final Exam: 50 marks

 Total: 100 marks

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What is Manpower?

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DEFINATION:

 The first function, which determines the

organizational blueprint towards its larger
goals, is Manpower Planning or
interchangeably Human Resources
Planning. This is the key to getting the
right people for the right jobs and hence it
is extremely important.

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DEFINATION:

 Manpower Planning is “the process by which a

management determines how an organization
should move from its current manpower position
to its desired manpower position. Through
planning, a management strives to have the right
number and the right kinds of people at the right
places, at the right time, to do things which
result in both the organization and the individual
receiving the maximum long-range benefit.” -
Velter Eric W.

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DEFINATION:

 “The process of determining manpower

requirements & the means for meeting
those requirements in order to carry out
the integrated plan of the organization.” --
Coleman

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DEFINATION:

 “ Human resource planning includes the

estimation of how many qualified people
are necessary to carry out the assigned
activities, how many people will be
available, and what if anything must be
done to ensure that personnel supply
equals personnel demand at the
appropriate point in the future” – Leap
and Crion.

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Following features of HRP may be identified

 HRP is a process which includes various aspects through

which an organization tries to ensure that right people, at
right place , and at right time are available.

 It involves determination of future needs of manpower in

the light of organizational planning and structure.

 It also takes into account the manpower availability at a

future period in the organisation.

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Importance of Human Resource Planning

 HRP is of primacy nature and, therefore ,it precedes all

other HRM functions.

 HRP contributes in the following ways:

1)Defining future personnel need.

2)Coping with changes.
3)Providing base for developing talent.
4)Increasing investment in human resources.
5)Forcing the management to involve in HRM.

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Who’s responsibility is it ?
 HRP is a shared task between the Top Management , Line
Managers and HR department.

 Top Management approves various plans of the

Organisation as a whole.( financial plan & HR plan)

 Line Managers or Functional Managers. (to whom the

people report and their effective utilization)

 HR department. (coordinative functions and procedural

activities which ultimately result in HR plan)

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HR’s responsibility

1) To assist, counsel and pressurise the Top

management to plan and establish objectives.
2)To collect and summarize data with the long term
objective of total business plan.
3)To monitor and measure performance against the
plan and keep the top management informed
about it; and
4)To provide research necessary for effective
manpower and organisational planning.

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Objectives of HRP:
(a) Obtains and retains the quality and quantity ,of
Human Resource it needs at the right time and
right place

(b) Makes optimal utilization of these resources.

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Strategic Corporate Planning
Statement of purpose and direction

Corporate Vision

Long-term strategic plans

Short –term plans

Action plans 13
Human Resource Planning Process

 Forecasting
 Inventorying
 Anticipating
 Planning

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Human Resource Planning

Organisational Objectives

Human Resource Planning

Forecasting needs for Forecasting supply of human

Human Resources resources

Identification of human
resource gap

Surplus Human Shortage of human

Resources resources
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Action plans of bridging
Human Resource Planning

 Organizational Objectives , Plans and Policies

 It gives directions

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Human Resource Planning

 Human Resource Planning.

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Human Resource Planning

 Identification of Human Resource Gap

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Human Resource Planning
 Action Plans

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Benefits of HRP
 Manpower planning ensures optimum use of
available human resource.
 It is useful both for organization and nation.
 It generates facilities to educate people in the
organization.
 It boosts the geographical mobility of labor.
 It provides smooth working even after expansion
of the organization.
 It creates healthy atmosphere of encouragement
and motivation in the organization.
 Training becomes effective.
 It provides help for career development of the
employees.
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Ignoring HRP in an Organisation

 The penalties for not being correctly staffed are

costly.

 Understaffing loses the business economies of

scale and specialization.

 Overstaffing is wasteful and expensive.

 Planning staff levels requires that an assessment

of present and future needs of the organisation
be compared with present resources and future
predicted resources.
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