manpower planning princ euddhatra 9724949948

8/7/2019 Manpower Planning Princ Euddhatra 9724949948

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Manpower PlanningManpower Planning

prince dudhatra-9724949948


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What is this HRP ?What is this HRP ? It is nothing butto plan strategically and mainly focus

on reduction of labor costs with limited considerationof other elements related to human resources.

We have seen after sep.11 2k attack manycompanies have laid offtheir staff orthey went forheavy downsizing e.g. of few ofthe companies are :

Daimler Chrysler (100,000 workers)

Kmart (60,000 workers)

Lucent technologies (40,000 workers)

IBM (40000 workers)

General electric (75000 workers)



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What is this HRP? What is this HRP?

Why did these companies

lay off suchhuge staff?

What is the reason? Whydid they recruit at first

place at all? On the other

hand we have company,

which did extremely well

even atthe time of crisis.



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Advantages of manpowerAdvantages of manpower

planningplanningManpower 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.

It provides smooth working even after

expansion ofthe organization.prince dudhatra-9724949948


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Advantages of manpowerAdvantages of manpower

planningplanning

It opens possibility for workers for future

promotions, thus providing incentive.

It creates healthy atmosphere ofencouragement and motivation in the

organization.

Training becomes effective.

It provides help for career development

ofthe employees.



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Steps in Manpower PlanningSteps in Manpower Planning

Predict manpower plans

Design job description and the jobrequirements

Find adequate sources of recruitment. Give boostto youngsters by appointmentto

higher posts.

Best motivation for internal promotion.

Look afterthe expected losses due toretirement, transfer and other issues.

See for replacement due to accident, death,dismissals and promotion.



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Importance of HRPImportance of HRP

Future Personnel needs

Part of strategic planning

Creating highly talented personnel

International strategies

Foundation of Personnel functions

Increasing investments in HR

Resistance to change and move

Other benefits.prince dudhatra-9724949948


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Penalties for incorrect HRPPenalties for incorrect HRP

Understaffing loses the businesseconomies of scale and specialization,orders, customers and profits.

Overstaffing is wasteful and expensive, ifsustained, and it is costly to eliminatebecause of modern legislation in respect

of redundancy payments, consultation,minimum periods of notice, etc. Veryimportantly, overstaffing reduces thecompetitive efficiency ofthe business.



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Demand should matchSupplyDemand should matchSupply



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11stst Step towards HRPStep towards HRP

Satellite picture' ofthe existing workforceprofile (numbers, skills, ages, flexibility,gender, experience, forecast capabilities,character, potential, etc. of existingemployees) and then to adjustthis for 1,3 and 10 years ahead by amendments

for normalturnover, planned s

taffmovements, retirements, etc, in line with

the business plan forthe correspondingtime frames.



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Future staffing needs will derive from:Future staffing needs will derive from:

Sales and production forecasts

The effects oftechnological change on task needs

Variations in the efficiency, productivity, flexibility of

labor as a result

oftraining, work s

tudy,organizational change, new motivations, etc.

Changes in employment practices (e.g. use ofsubcontractors or agency staffs, hiving-offtasks,buying in, substitution, etc.)

Variations, which respond to new legislation, e.g.payroll taxes ortheir abolition, new health and safetyrequirements

Changes in Government policies (investment

incent

ives, regional ort

rade grant

s, et

c.)prince dudhatra-9724949948


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Forecasting Techniques:Forecasting Techniques:

Managerial Judgment

Ratio-trend analysisRegression analysis

Work study techniquesDelphi technique



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Managerial Judgment

The technique may involve a

bottom-up or a top-downapproach.

This technique is used in smaller

organizations or in thosecompanies where sufficient

database is not available.prince dudhatra-9724949948


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Ratio-trendAnalysis

It involves studying past ratios and

forecasting future ratios makingsome allowances for changes in

the organization or its methods.



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Ratio-trendAnalysis

Year No.of

employees

Ratio

Inspector :

ProductionProdu

ction

Inspect

or

-3 1500 150 1 : 10

Actual -2 1800 180 1 : 10

Last year 2000 180 1 : 11Next year 2200 200 1 : 11

Forecast +2 2500 210 1 : 12

+3 2750 230 1 : 12prince dudhatra-9724949948


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Regression Analysis:Regression Analysis:

A firm first draws a diagram depicting the

relationship between sales and workforce

size.It

th

en calculates regression line aline that cuts rightthroughthe center of

the points on the diagram.

By observing the regression line, one can

find out number of employees required at

each volume of sales.



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WorkWork--study Techniques:study Techniques:

This can be used when it is possible to applywork measurementto calculate the length ofoperations and the amount of labor required.

1. Planned

o/p for next year 20,000 units2. Standard hours per unit 5

3. Planned hours for the year 1,00,000

4. Productive hours per man/year

(allowing normal overtime,absenteeism and idle time) 2,000

5. Number ofdirect workers

required (4/5) 50



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Delphi Technique:Delphi Technique:

Named afterthe ancient Greek oracle at

the city of Delphi, the Delphi technique is

a meth

od of forecasting personnel needs.

It solicits estimates of personnel needs

from a group of experts, usually

managers.

The HRP experts act as intermediaries,

summaries the various responses and

reportthe findings back to the experts.prince dudhatra-9724949948


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RecruitmentRecruitment Points ofDiscussion:

Opening Case: Problem of Booming B-

Schools

Meaning and definition

Purpose and importance of Recruitment

Factors governing recruitment

Recruitment process Philosophies of Recruitment

Alternatives to Recruitment

Closing case: Morale gone bustprince dudhatra-9724949948


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Meaning anddefinition:Meaning anddefinition:

HRP

Determine recruitment

and selection needs

Job Analysisprince dudhatra-9724949948


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Meaning anddefinition:Meaning anddefinition:

Recruitment is the process of searching for and

obtaining applicants for jobs, from among

whom the right people can be selected.

Defn.: Recruitment is the process of findingRecruitment is the process of finding

and attracting capable applicants forand attracting capable applicants for

employment. The process begins when newemployment. The process begins when new

recruits are sought and ends when theirrecruits are sought and ends when their

applications are submitted. The result is a poolapplications are submitted. The result is a pool

of applicants from which new employees areof applicants from which new employees are

selected.selected.



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Purpose and ImportancePurpose and Importance

The general purpose of recruitment is toprovide a pool of potentially qualified jobcandidates. Others are:

1. Determine the present and future

requirements ofthe organization inconjunction with its HRP and job-analysisactivities.

2. Increase the pool of job candidates atminimum cost.

3. Help increase the success rate oftheselection process by reducing the number ofvisibly under qualified or overqualified jobapplicants.



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4. Help reduce the probability that job

applicants, once recruited and selected, will

leave the orgn only after a short period of

time.5. Evaluate the effectiveness of various

recruiting techniques and sources for all

types of job applicants.



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A recruiting programme helps the firm in

at least4 ways:

1. Attracthighly qualified and competent

people.

2. Ensure thatthe selected candidates stay

longer withthe company

3. Make sure thatthere is match between costand benefit.

4. Help the firm create more culturally diverse

work-force.prince dudhatra-9724949948


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Factors governing recruitment:Factors governing recruitment:

External Forces

Supply and demand

Unemployment rate

Labour market

Political-social

Sons of soil

Image

Internal forces

Recruitment policy

HRP

Size of the firm

Cost

Growth and

expansion



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Recruitment ProcessRecruitment Process



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Sources of RecruitmentSources of Recruitment Internal Sources:

Present employees

Employee referrals

Former employees

Previous applicants

External sources:

Professional ortrade associations

Adver

t

isement

s Employment exchanges

Campus recruitment

Walk-ins and Write-ins



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Sources of RecruitmentSources of Recruitment

External sources: Consultants

Contractors

Displaced persons Radio and television

Acquisitions and mergers

Competitors

E-Recruiting



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Evaluation of Recruitment ProcessEvaluation of Recruitment Process

Keeping the main objective in mind, theevaluation might include:

Return rate of applications sent out.

Number of suitable candidates for selection.

Retention and performance ofthecandidates selected.

Costof

the recrui

tmen

tprocess.

Time lapsed data.

Comments on image projected.



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SelectionSelection Points to be discussed:

1. Meaning and definition

2. Outcomes ofSelection decision3. Selection Process

4. Barriers to effective selection



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Outcomes of SelectionOutcomes of Selection

Decision:Decision:

SUCCE

SS

FAILURE

Failure

Expected

Success

Expected

False

NegativeError

True Positive

(Win Win)

True Negative

Error(Lose Win)

False Positive

Error



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Selection ProcessSelection Process

Preliminary Interview

Selection Tests

Employment Interview

Reference and BackgroundAnalysis

Selection Decision

Physical Examination

Job Offer

Employment Contract

Evaluation



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Barriers to SelectionBarriers to Selection

Perception

FairnessValidity

ReliabilityPressure



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Career Planning:Career Planning:

Meaning of Career:

Career means a lifelong sequence of

professional, educational, anddevelopmental experiences that project an

individual through the world of work.

Objecti

ve career

Subjective career



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Meaning:

Career planning is the process

or activities offered by theorganization to individuals toidentify strengths, weaknesses,

specific goals and jobs theywould like to occupy.



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Career planning is important for severalreasons:

1. In orderto build commitment between the

individual and the organization.2. In orderto develop long-range perspective.

3. In orderto reduce labourturnover expenses.

4. In orderto lessen employee obsolescence.

5. In orderto ensure the effectiveness oftheorganization.

6. In orderto allow the individual to achievepersonal and work-related goals.prince dudhatra-9724949948


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Succession Planning:Succession Planning:

Meaning:

Succession planning is a

process or activities connectedwith the succession of personsto fill key positions in the

organization hierarchy asvacancies arise.



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manpower planning princ euddhatra 9724949948

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