By: Dr.

Priti Dubey

MANPOWER PLANNING
CONTENTS
 Concepts  Advantages
 Objectives  Job analysis
 Characteristics  Job description
 Importance  Example   
 Types of manpower  Job specification
planning  Types of job analysis
 Process  Job analysis program
 Example and its uses
 Factors affecting  Methods of collecting
manpower planning job analysis information
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.
CONCEPT

Manpower planning involves two stages:

 Planning of manpower requirements
 Planning of manpower supplies
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.
CHARACTERISTICS
 Future oriented.
 Continuous process
 Optimum utilization of human resources
 Right kinds and numbers
 Determination of demand and supply
 Environmental influence
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.
TYPES OF MANPOWER PLANNING (CONTD.)

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.)

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
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.
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.
JOB ANALYSIS & DESCRIPTION
EXAMPLE FOR NURSING SUPERINTENDENT
 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.
JOB ANALYSIS PROGRAM AND ITS USES
 Recruitment and replacement
 Better utilization of workers
 Job restructuring
 Vocational Counselling
 Training
 Performance evaluation
 Occupational safety
METHODS OF COLLECTING JOB ANALYSIS INFORMATION

 Interview
 Questionnaires
 Observation
 Participant Diary/Logs
 Quantitative Job Analysis Techniques
 Using Multiple Sources of Information
Thanks