...MANPOWER PLANNING Manpower planning is the process by which every organization anticipates future staffing needs, manpower utilization & also the plan programs to have sufficient supply of adequately developed, skilled & motivated people to perform the tasks required to meet organizational goals & also to satisfy the individual needs & goals. Objectives of the search 1. Understand the need & purpose of Manpower planning in the organization 2. Understand the benefits of Manpower planning 3. Process of manpower planning 4. Challenges in Manpower planning 5. Manpower planning process in different industries – Manufacturing sector, IT sector ,Small industry, Big industry Manpower is the total knowledge, skills, creative abilities, talents & aptitudes of an organization workforce, as well as the values, attitudes & the benefits of the individual involved in the organization growth. Planning is the method of forecasting of the organization objectives, goals setting & following of the different procedures to achieve the objectives & organization goals by utilizing the resources. Out of all the resources man is the most important & manpower is the only resource, which appreciates with usage & time. Since, manpower planning is very important in every organization. Manpower planning is concerned with the flow of people into, through, and out of organization. It also will ensure the right mix of skills, employees in the organization...
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...Manpower Planning Manpower planning is a process by which the management ensures the right number and the right kind of people are at the right place and are doing the desired things(for which they are best suited) for the achievement of organisational objectives. It is the process of developing and determining objectives, policies of procurement in relation to manpower. It requires forecasting manpower needs and planning of activities to fulfil those forecast needs. . It involves anticipating the present and future requirements of the number and quality of work force in the organisation. It has two main aspects:- Quantitative Aspect It involves determination of the number of personnel required by the organisation. The number of employees is determined on the basis of work-load analysis and work-force analysis. Work-load analysis is based on production and sales budgets, time study and work scheduling. Work-force analysis is an analysis of the present manpower and its future potential. Qualitative Aspect It is concerned with the determination of the type of manpower required. The quality of manpower depends upon the requirements of the job, which in turn can be determined with the help of job analysis. Job analysis is a detailed and systematic study of the job to find out the nature and qualifications of the people required for efficient performance of the job. Job analysis reveals the tasks which constitute the job, the skills and knowledge required for the successful...
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...MANPOWER PLANNING 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. Manpower planning is an important development in human resources management. It has spread rapidly to nearly every size organization in almost every kind of business. The primary function of Manpower planning is to analyze and evaluate the human resources available in the organization, and to determine how to obtain the kinds of manpower needed to staff positions ranging from assembly line workers to chief executives. Smaller companies put Manpower planning in the human resource or manpower department. Some of the largest corporations have established separate departments for this function. Definition of manpower Planning: Planning is nothing but using the available assets for the effective implementation of the production plans. After the preparing the plans, people are grouped together to achieve organizational objectives. Planning is concerned with coordinating, motivating and controlling of the various activities within the organization. Time required for acquiring the material, capital and machinery should be taken into account. Manager has to reasonably predict future...
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...INTRODUCTION Human resources planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resources planning should serve as a link between human resources management and the overall strategic plan of an organization. Aging worker populations in most western countries and growing demands for qualified workers in developing economies have underscored the importance of effective Human Resources Planning .As defined by Bulla and Scott, human resource planning is ‘the process for ensuring that the human resource requirements of an organization are identified and plans are made for satisfying those requirements’. Reilly defined workforce planning as: ‘A process in which an organization attempts to estimate the demand for labour and evaluate the size, nature and sources of supply which will be required to meet the demand. Human resource planning includes creating an employer brand, retention strategy, absence management strategy, flexibility strategy, talent management strategy, recruitment and selection strategy. Human resource planning aims at fulfilling the objectives of manpower requirement. It helps to mobilize the recruited resources for the productive activities. The human resource planning is and important process aiming to link business strategy and its operation. The planning processes of most best practice organizations not only define what will be accomplished within a given time-frame, but also the numbers...
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...Abstract Manpower planning has in the past relied too much on the forecasting of manpower requirements in an organization or a society. It should be more concerned with gaining a better understanding of people, and how to develop and match their skills to what organizations or societies require. Employees should be involved in the formulation of manpower policy objectives. Manpower planning involves a ‘stocktaking’ of the workforce and its skills; forecasting the future demand and supply of skills; and diagnostic approach so that adjustments can be made to meet organizational and/or country objectives. The essence of the diagnostic approach is in the understanding of the reasons for any imbalance between the supply of and demand for manpower. What is Manpower Planning? Discuss the process and importance of Man Power Planning in an organization . Ans. Manpower planning means planning means deciding the number and type of the human resources required for each job, unit and the total company for a particular future date in order to carry out organizational activities. Manpower planning may be viewed as foreseeing the human resources requirement of an organization and the future supply of human resources and (i) making necessary adjustments between these two and organizational plans and (ii) foreseeing the possibility of developing the supply of manpower resources in order to match it with the requirements by introducing necessary changes in the functions of human resources management...
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...information system and its use as a tool for measurement, • examine the significance of information in human resource management, • appreciate the approaches to the information system at the macro and micro levels, • consider the shortcomings of manual information system, and • discuss merits of computerisation and its applications in effective Human Resource Information System. 8.1 INTRODUCTION Human Resource Planning is concerned with the controlled utilisation of human resources to achieve pre-set objectives, both short-term and long-term. It has three main features: 1) Demand work involving analysing, reviewing, and attempting to forecast the number in terms kind, level, functions, etc. 2) Supply work attempting to predict what action is, and will be needed to ensure that the required numbers are available. 3) Designing the interaction between demand and supply, so that skills are utilised to the best possible advantage, and aspirations of the individuals are duly considered. To state briefly, planning process aims to bring supply and demand into balance at the levels most consistent with the needs of the projected requirements and with the assessments of the economic and social environment – prevailing and expected. The basis of all...
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...What is meant by Human Resource Planning? Human Resource Planning is a process of systematically reviewing human resource requirement to ensure that the required numbers of employees with the required skills are available when and where they are required. Human Resource Planning is the development of strategies for matching the size and skills of the workforce to organizational needs. Human resource planning assists organizations to recruit, retain, and optimize the deployment of the personnel needed to meet business objectives and to respond to changes in the external environment. The process involve carrying out a skills analysis of the existing workforce, carrying out manpower forecasting, and taking action to ensure that supply meets demand. This may consist of the development of training and retraining strategies. Human resource planning has typically been used by organizations to confirm that the right person is in the right job at the right time. 3.1 Identify the need and Importance of Human Resource Planning Human Resource Planning is important for an organization to achieve goal. The major importance of Human Resource Planning is: a) To avoid disturbance in the production process In Human Resource Planning, the manpower requirements of the organization are determined well in advance. So the manpower is supplied continuously to the organization. b) HRP needs for HRD: HRP is important for planning the investment in the development and utilization of human resources...
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...needs human resource (manpower) for the conduct of different business activities. In fact, no organisation can exist or operate efficiently without the support of human resource. Such human resource includes top level managers, executives, supervisors and other subordinate / lower level staff / employees. A business organisation has to estimate its future manpower needs and adjust its manpower planning and development programmes accordingly. This is called 'staffing' function of management. Human resource management is also described as personnel management or manpower management. According to Edwin Flippo, "Personnel Management is the planning, organising, directing and controlling of the procurement, development, compensation, integration and maintenance of people for the purpose of contributing to organizational, individual and social goals". Various areas such as recruitment and selection, wage payment and industrial relations are covered under human resource management. Meaning of Human Resource ↓ In an industrial unit, large number of persons are employed in order to conduct various operations and activities. This is treated as human resource or manpower employed. A business unit needs material resources as well as human resource for the conduct of various activities. Of all the "M"s in management (such as Materials, Machines, Methods and Money) the most important "M" stands for Men i.e., manpower working in the organisation. It is through manpower/employees that all...
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...| Contents INTRODUCTION 3 COMPANY BACKGROUND 3 TASK 1. HUMAN RESOURCE MANAGEMENT 3 1.1. Human resource Management activities, within Coca Cola Company, their objectives and how they are achieved 3 1.2 Two theoretical models of human resource management 5 TASK 2. HR PLANNING AND DEVELOPMENT 7 2.1. HR planning and development models within Coca Cola Company Georgia 7 2.2. Evaluation of effectiveness of HR planning and development models in achieving organisational objectives 11 TASK 3. PERFORMANCE 12 3.1. Monitoring of HR performance within Coca-Cola Georgia 12 3.2. Effectiveness of HR performance monitoring systems 14 CONCLUSION 15 RECOMMENDATIONS: 15 REFERENCES 16 INTRODUCTION The following report gives an understanding of importance of Human Resource Management, it shows the contributions of HRM to the organisational achievements. In the report the writer examines HR planning and development methods and suggests the ways to improve the HR performance. COMPANY BACKGROUND The Coca-Cola Company is one of the world’s top soft drink makers. Coca-Cola owns the best-known soft drink brands such as, Coca-cola, Diet Coke, Fanta and Sprite. this is an organisation with a history starting from 1892. The company’s flagship product, Coca-Cola was invented by a pharmacist John Stith Pemberton (The Coca-Cola Company, 2010). Coca-Cola is headquartered in Atlanta and it is currently offering 500 different brands in 200 different countries worldwide...
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...information system and its use as a tool for measurement, • examine the significance of information in human resource management, • appreciate the approaches to the information system at the macro and micro levels, • consider the shortcomings of manual information system, and • discuss merits of computerisation and its applications in effective Human Resource Information System. 8.1 INTRODUCTION Human Resource Planning is concerned with the controlled utilisation of human resources to achieve pre-set objectives, both short-term and long-term. It has three main features: 1) Demand work involving analysing, reviewing, and attempting to forecast the number in terms kind, level, functions, etc. 2) Supply work attempting to predict what action is, and will be needed to ensure that the required numbers are available. 3) Designing the interaction between demand and supply, so that skills are utilised to the best possible advantage, and aspirations of the individuals are duly considered. To state briefly, planning process aims to bring supply and demand into balance at the levels most consistent with the needs of the projected requirements and with the assessments of the economic and social environment – prevailing and expected. The basis of all...
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...human resource management | 08 | 1.4 | The impact of legal and regulatory framework on HRM | 08 | 2.1 | The reasons for human resource planning in organization | 10 | 2.2 | Stages involved in planning human resource requirements | 11 | 2.3 | The recruitment and selection process of two companies | 12 | 2.4 | Effectiveness of the recruitment and selection process of two organizations | 16 | 3.1 | Link between motivational theory and reward | 18 | 3.2 | Process of job evaluation and other factors determining the pay | 19 | 3.3 | Effectiveness of reward systems in different contexts | 21 | | References | 22 | Task 1: Understand the difference between personnel management and human resource management. 1.1 Distinguish between personnel management and human resource management. Answer: Personnel management and human resource management both are the important term used to manage people in organization. Generally they imply similar meaning of managing people to achieve predetermined objectives. But these two differ from each other sharply. Simply Human Resource Management is the process of managing people in organizations in a structured and thorough manner. In broader sense, human resource management is the process of recruitment, selection of employee, providing proper orientation and induction, providing proper training and the developing skills, assessment of employee (performance of appraisal), providing proper compensation and benefits, motivating, maintaining...
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...adapt to external conditions, but also on the country's economic development, the situation in the market. The Manpower forecasting model. The Estimated Manpower Forecast Model is designed to capture the future labour requirements of the engineering construction industry by key sectors. Manpower is undoubtedly a valuable asset upon which the construction industry depends. However, rapid changes of the economy, working arrangements, and technology in construction advocate reliable estimations of manpower demand to lessen future skills imbalance. The aim of this research is to develop advanced manpower demand forecasting models, at both project and industry levels, to facilitate manpower planning for the construction industry. At the project level, statistical models for forecasting the demand of labour demand for a construction project were developed using multiple regression analysis. Results reveal that project cost and project type play an important role in determining the project labour requirements. The forecasting models could serve as practical tools for contractors and government to predict the labour requirements and number of jobs created at an early outset, thus enabling proper human resources planning and budgeting. At the industry level, co-integration analysis was applied to develop a long-term relationship between aggregate construction manpower demand and relevant variables.It was proved that the demand and the associated economic factors including construction...
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...selection, and training of people. It is true that many companies engage in some human resource planning activities, but it is equally true that many of these companies encounter difficulties with a piecemeal approach to staffing. Usually there is little or no integration between human resource planning and other managerial functions such as enterprise planning, organizing, leading, or controlling. Furthermore, human resource planning activities are often not carried out systematically. The purpose of this article is to introduce ways to overcome these limitations by using a conceptual human resource model that integrates the various aspects of human resource planning and links them with other managerial functions.1 THE SYSTEMS APPROACH Human resource planning should not be considered in isolation; rather, it should be an integral part of the total management system, as shown in Figure I. Specifically, enterprise plans become the basis for organization plans, which are concerned with the structure and activities necessary to achieve enterprise objectives. The present and forecasted organization structure determines the number and qualifications of managers required. Then the demand for managers is compared with manpower currently available through the management inventory. Based on this analysis, internal and external sources of manpower are utilized in the processes of recruitment, selection, and promotion of managers. Other essential aspects of human resource planning - shown in...
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...for everything from payroll to hiring a new employee and training those employees. Human resource planning is an extended part of this system, and is used to ultimately structure and meet all of the organizational goals of a company. Background While a traditional human resource role serves as an administrative control function, human resource planning develops strategies for matching the skills and size of the workforce to organizational needs. In other words, the planning system specifically new employees, trains and restructures the personnel needed to meet the business’s objectives and any changes within the external environment. Responsibilities There are three main responsibilities that are important to complete in order to prepare for the planning process. These responsibilities include forecasting the demand for labor, performing a supply analysis, and balancing supply and demand considerations. Process The process of human resource planning involves assessing the already existing workforce by analyzing individual employee's skills to see if they are a valuable part of the company’s future. Ultimately, this may include the development of training and retraining strategies. In order to keep up with a competitive market, organizations use human resource planning to create new and innovative strategies designed to recruit new talent and improve employee retention. Effective Strategies Human resource planning is often a part of a company business plan. It is important...
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...1.0 Recruitment & Retention Plan Recruitment refers to the process of attracting, screening and selecting qualified people for a position within an organization (Sheryl & Amy, 2012). According to the case study, the major issue is the difficulty in attracting new employees. To be more specific, Hospital ABC found that there are still vacancies in critical areas that have yet to be filled up. Even with extended block, the Hospital will have difficulty attracting good employees as there are many other private hospitals competing for the same pool of talent. These hospitals are not afraid to pay above average market rates to secure these employees. Organizations within the healthcare industry are competing for qualified applicants to safeguard future growth. As such, there is a need for organizations to analyze the existing market competition for talent and create the corresponding responses in terms of competitive reward packages. The recruitment policies of the competitors also affect the recruitment function of the organizations. To face the competition, many organizations have to change their recruitment policies according to the policies being followed by the other competitors. The recruitment policy of an organization states the objectives of recruitment and provides a structure for implementation of recruitment program. Of primary importance is to ensure the organization’s recruitment plan is reaching out to the right talent pool in filling open roles. At the same time...
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