Steps of Manpower Planning with Features in HRM; Manpower Planning which also calls Human Resource Planning consists of putting the right number of people, the right kind of people at the right place, the right time, doing the right things for which they are suited for the achievement of goals of the organization. Human Resource Planning has got an important place in the arena of industrialization. Human Resource Planning has to be a systems approach and carry out in a set procedure. Also learn, What is Manpower Planning? Example, with Importance.
Explain is, What is the Steps of Manpower Planning with Features?
The procedure is as follows:
- Analysing the current manpower inventory.
- Making future manpower forecasts.
- Developing employment programmes, and.
- Design training programmes.
Steps of Manpower Planning!
1. Analysing the current manpower inventory:
Before a manager makes the forecast of future manpower, the current manpower status has to analyze. For this, the following things have to note:
- Type of organization
- Number of departments
- Number and quantity of such departments
- Employees in these work units
Once these factors registering by a manager, he goes for future forecasting.
2. Making future manpower forecasts:
Once the factors affecting the future manpower forecasts know, planning can do for the future manpower requirements in several work units.
The Manpower forecasting techniques commonly employed by the organizations are as follows:
- Expert Forecasts: This includes informal decisions, formal expert surveys, and Delphi technique.
- Trend Analysis: Manpower needs can project through extrapolation (projecting past trends), indexation (using base year as the basis), and statistical analysis (central tendency measure).
- Work Load Analysis: It is dependent upon the nature of workload in a department, in a branch or in a division.
- WorkForce Analysis: Whenever production and time period has to analyze, due allowances have to make for getting net manpower requirements.
- Other methods: Several Mathematical models, with the aid of computers, are using to forecast manpower needs, like budget and planning analysis, regression, new venture analysis.
3. Developing employment programmes:
Once the current inventory comparing with future forecasts, the employment programs can frame and developed accordingly, which will include recruitment, selection procedures, and placement plans.
4. Design training programmes:
These will be based on the extent of diversification, expansion plans, development programs, etc. Training programs depend upon the extent of improvement in technology and advancement to take place. It is also done to improve upon the skills, capabilities, knowledge of the workers.
As well as Manpower planning helps in ensuring that an organization has the right kind of employees in sufficient numbers doing the right kind of job. It also makes sure that the employees doing a particular job are capable of performing the job efficiently and effectively. Coleman has described the process as “The process of determining manpower requirements and the means for meeting those requirements to carry out the integrated plan of the organization”.
The main Features of Manpower Planning are:
- It future-oriente and involves the forecasting of manpower requirements so that these demands can fulfill with the timely and adequate supply of personnel.
- It is a continuous process as the manpower demands of the organizations keep on changing with its needs and environment.
- Manpower planning aims at the optimal use of the present and future workforce of the organization, thus it is requiring for getting maximum results from the investment in human resources.
- Manpower planning involves both quantitative and qualitative aspects. While the quantitative aspects deal with the right number of people at a job, the qualitative aspect involves the search for the right kind of people for a particular job.
Manpower planning is done at both the macro level and the micro-level. It influences by environmental factors like employment rate, demographic changes, legal control, and organizational policies at the macro level, the factors like technological changes, trade union pressure, the gap in skill and competency, and recruitment and selection affect the process of manpower planning at the micro-level.
