Manpower planning

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Manpower lanning & Job nalysis Team- Mizul Das Prachitosh Priyatosh Shaswat Mishra Soumya Ranjan Sahoo

Transcript of Manpower planning

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Manpower Planning & Job Analysis

Team-Mizul DasPrachitosh PriyatoshShaswat MishraSoumya Ranjan SahooSonali Subhadarshini

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Contents

• Concepts

• Objectives

• Characteristics

• Importance

• Types of manpower planning

• Process

• Example

• Factors affecting manpower planning

• Advantages

• Job analysis

• Job description

• Example

• Job specification

• Types of job analysis

• Job analysis program and its uses

• Methods of collecting job analysis information

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MANPOWER PLANNING

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Meaning

Manpower planning is the process which includes forecasting, developing and controlling by which a firm ensures that it has:-

The right number of people.

The right kind of people

At right place

At right time.

Manpower planning is also known as personnel planning or human resource planning.

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Concept

planning of manpower requirements

planning of manpower supplies

Manpower planning involves two stages:

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Objectives

To utilize the present employees fully.

To fill up future manpower requirements.

To check the development of the employees for organizational growth.

To achieve organizational goals in an efficient way.

To manage and utilize resources properly and effectively.

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Characteristics

Future oriented.

Continuous process

Optimum utilization of human resources

Right kinds and numbers

Determination of demand and supply

Environmental influence

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Importance

The first step towards manpower management.

Using available assets for the implementation of the

business plans.

Coordinates and controls various activities in the

organization.

Efficient utilization & skilled labour.

Higher productivity.

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Types of manpower planning

Types of manpower planning can be distinguished:

On the basis of the level at which it is done.

On the basis of the period for which it is done.

On the basis of level On period basis

Macro-level (national level)

Micro-level (industrial unit

level)

Short period

Medium period Long period

Manpower Planning

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Level based manpower planning : National level (macro level)

• central government plans for human resources for the entire nation. • It anticipates the demand for and supply of human requirements at national level.

e.g. Government sectors

Industrial level (micro level)

• In this level, planning is done to suit manpower needs of a particular industry. e.g. engineering, heavy industries, paper industries, public utility, textile/chemical industries

Types of manpower planning (contd.)

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Types of manpower planning (Contd.)

Period based manpower planning :Short term• Prepared for a period of 1 year• This types of plans are made as a part of 5 years plans at national level.• Useful at company level.

Medium term• Made for 2 to 5 years• Prepared as a financial planning at national level• For employment opportunities and training and development of employees.

Long term• Made for 10 to 15 years.• Estimates man power needs of a nation• Rises educational and training

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Process

Demand forecasting Supply forecasting

Existing inventory

Estimating net manpower

requirement

RedeploymentRedundancy/ Retrenchment

Recruitment&

selection

Analysis of the corporate and unit level strategies

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Manpower planning of

Infosys :

•Strategy planning,

•Employee search,

•Screening through Interviews,

•Evaluation about a person

Example

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Manpower planning of McDonalds :

• Outsourcing the demand to local recruitment agencies.

• Each position has a job description outline.

• Career fairs.

• Local job centres.

• Offers online applications for the applicants to manage

the labour supply for its outlets.

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Factors affecting manpower planning

Product mix :• Optimum productive capacity and sales forecast

• Optimum utilization of human and material resources

Performance mix :• Depends upon the working conditions, bonus schemes, suitable incentive plan, training program,

motivation etc.

• Motivation directly proportional to performance rate and inversely proportional to the labour capacity

Hour lost :• If productive man hours lost are less, there available productive hours will be more and less manpower

will be needed.

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Advantages

Manpower planning ensures optimum use of available human resources.

It is useful both for organization and nation.

It generates facilities to educate people in the organization.

It brings about fast economic developments.

It boosts the geographical mobility of labor.

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JOB ANALYSI

S & DESCRIP

TION

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• It is the first step in job evaluation and

requires investigation of each job skills and

personal attributes required to perform the

job satisfactorily.

• Determination of duties and positions and

characteristics of the people to hire for the

company.

Job analysis

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Job description

Job description indicates what all a job involves.

It includes:

Job title

Job location

Job summary

Working condition

Reporting to

Job duties

Machines to be used

Hazards

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• She will be responsible and overall In-charge of

Nursing Services in a hospital or specialized centres

irrespective of the number of beds.

• She will carry out regular rounds of the hospital.

• She will ensure safe and efficient care rendered to

patients in various wards etc.

• She will prepare budgets for nursing services.

• She will be a member of various condemnation boards

for linen and other hospital stores.

• She will be responsible for counselling and guidance

of sub-ordinate staff.

Example for nursing superintendent

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Job specification

Refers to what kind of people to hire for the job

Personal characteristics

Physical characteristics

Mental characteristics

Social and Psychological characteristics

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Types of Job analysis

Task based :

Competency based :Individual capabilities that can be linked to enhanced performance by individuals or teams.

Task Duty Responsibility

Technical competencies Behavioral competencies

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Job analysis program and its uses

Recruitment and replacement

Better utilization of workers

Job restructuring

Vocational Counselling

Training

Performance evaluation

Occupational safety

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Methods of collecting Job analysis information

Interview

Questionnaires

Observation

Participant Diary/Logs

Quantitative Job Analysis Techniques

Using Multiple Sources of Information

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