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Manpower planning
Manpower planning determines an organization's human resource needs to achieve strategic goals. It involves forecasting future needs, comparing present staff to requirements, and determining if staff should be recruited or reduced. The process identifies required jobs and skills. It evaluates current staff and forecasts needs using trends, workload analysis, and other techniques. Recruitment, training, and placement programs are developed based on findings. Accurate manpower planning helps optimize workforce usage and reduces issues like overstaffing or skill shortages.
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Manpower planning
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- 2. MANPOWER PLANNING It isan attempt to forecast how many and what kind of employees of various types, comparing these needs with the present and expected workforce, and determining the number and types of employees to be recruited or phased out of the organisation (Bright, 1976) It is also a determination beforehand the personnel requirement of an organisation in terms of the quality, quantity, time of need and strategies for attaining the plan.
- 3. MANPOWER PLANNING – Manpowerplanning determines the human resources required by the organization to achieve its strategic goals. – it is ‘the process for ensuring that the human resource requirements of an organization are identified and plans are made for satisfying those requirements’ (Braham, 2008) – Manpower planning involves the forecasting for the future and finding out how many employees will be needed in the future by the business and what types of skills should they possess (Adetoyinbo, 2006).
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- 5. Reasons for ManpowerPlanning cont. According to Armstrong 2014 1. Obtains and retains the number of people it needs with the skill, expertise and competences required 2. Makes the best use of its human resources 3. Anticipate the problems of potential surpluses or deficits of people 4. Develop a weel trained and flexible workforce 5. Reduce dependence on external recruitment when key skills are in short supply. (Retention and staff development strategies) According to Fajana (2002) 1. To ensure the optimum use of the human resource currently employed 2. To provides for the future personnel needs in terms of skills, number and age.
- 6. Importance of ManpowerPlanning • It helps to determine the present recruitment • It helps in solving the problem of overstaffing • Reduces redundancy among staff and find ways to optimize possible redundant staff • It helps attract and retain quality staff • It helps to meet the possible needs of future expansion and diversification • It helps to monitor labour cost • It helps to reduce the possible shortage of quality staff of the right type, number, time, place and skill • It provides opportunity for career training and development.
- 7. Classifications of HRplanning • Existing staff • Potential staff • New recruits • Redundant staff • Leavers {retirement/ retrenchment}
- 9. On the periodbasis • Long Term Planning: – this enhances period of 5 to 10 years. – Such planning embraces all aspects of organizational growth – It considers the mission and vision statement of the organization – It fosters environmental scanning – It promotes expansion, development and achievement
- 10. On the periodbasis • Intermediate/Medium Term Planning: – this enhances period of 3 to 5 years. – Such planning embraces the intermediate goals – It considers the medium term goals of the organisation
- 11. On the periodbasis • short Term Planning: – this requires the immediate needs and demand for employees – it often deals with the budgetary system – It covers the period of 1 to 2 years.
- 12. STEPS IN MANPOWERPLANNING 1. Assessment of Needs An organisation is concern with determining the number and composition of staff required for now and in future. The analysis is based one – organization size – Its product – Planned growth etc.
- 13. Steps In ManpowerPlanning Job analysis: Organisation identifies all jobs that will be available at a specified future time. This is done through forecasting based on growth, size, objectives, aspiration etc. it is a process of identifying the duties involved in a job and determine the skills required of a person to perform it. Job descriptions are written statements that describe the: Duties, Responsibilities, Most important contributions and outcomes needed for a position, Required qualifications of candidates, and Reporting relationship and co-workers of a particular job. Job Specification is a document which describes minimum acceptable education, experience, skills, knowledge required to perform and accomplish a task or activity
- 14. Steps In ManpowerPlanning 2. Evaluation of Current Status of Personnel- This involves taking an inventory of the current personnel that is available in an organisation. It is also called staff audit. During the audit, current practices, policies and procedures are reviewed through HR information system (HRIS). HRIS contains: name of the personnel, department, qualifications, skills, experience, sex, age, time joined the organisation etc
- 15. Steps In ManpowerPlanning 3. Making future manpower forecasts- Once the factors affecting the future manpower forecasts are known, planning can be done 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 etc. – Trend Analysis: Manpower needs can be projected through extrapolation (projecting past trends), indexation (using base year as basis), and statistical analysis (central tendency measure). – Work Load Analysis: It is dependent upon the nature of work load in a department, in a branch or in a division. – Work Force Analysis: Whenever production and time period has to be analysed, due allowances have to be made for getting net manpower requirements. – Other methods: Several Mathematical models, with the aid of computers are used to forecast manpower needs, like budget and planning analysis, regression, new venture analysis.
- 16. Steps In ManpowerPlanning 4. Preparation for recruitment Once the current inventory is compared with future forecasts, the employment programmes can be framed and developed accordingly, which will include recruitment, selection procedures and placement plan
- 17. Steps In ManpowerPlanning 4. Design training programmes- These will be based upon extent of diversification, expansion plans, development programmes, etc. Training programmes 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
- 18. Approaches to humanresource planning
- 19. Problems facing HRPlanning • Finance • Expertise • Forecasting • Resistance to change • Records problem • Nature and size of the organization • Economic policy • Leadership • Environment • Government policy • Business ownership • Nepotism/favouritism
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