Essay on manpoer planning
Labour costs: The direction in which the labour cost move is given due consideration while doing human resource planning. While most of the indirect activities are of irregular nature and, therefore , there must be some way to measure the indirect labour activities. HRP can be defined as the task of assessing and anticipating the skill, knowledge and labour time requirements of the organization, and initiating necessary action to fulfil those requirements. All vary greatly with the nature of production and therefore manpower requirement also vary. It should be done sufficiently in advance. Human resource planning is the process of systematically reviewing human resource requirements to ensure that the required numbers of employees with requisite skills are available at the time of need. Wage levels that are lower than those being earned by similar workers in other local films. Training programs should be aligned with strategic plans.
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To face Organizational Changes: The nature and pace of changes in organizational environment marked by cyclical fluctuations and discontinuities and the changes in activities and structures affect manpower positions of the organisation and require strategic considerations which necessitate perfect HR Planning. Corrective actions should also be taken wherever it is feasible and necessary to remove the deficiencies in manpower planning. In this method, analysis of the complete job is done and total output is obtained. (iii) Extra time allowance. To facilitate the roll-out of strategic plans and missions. To guard at the gate. Levels of HRP, human resource planning is done at various levels for their own purposes by various institutions. (iv) Waiting time: Sometimes worker has to wait for obtaining proper instructions, material handling device not available at the desired time spares and repairs are not provided at the right time and a like factors. (iii) Group Behaviour: - Group behaviour comprises of group norms, cohesion, goals, procedures, communication, and leadership. This figure includes Department stores, Waitrose food branches and Warehouse staff. This will determine what kind of induction the organization will require and thus can help to plan induction level successfully. Workers may not have an office at the same location as their manager and rely on web conferencing software instead spending the extra time and expense to travel to a common location for meetings.
It focuses on the requirement and essay on manpoer planning the arrangement of training and development programs for the employees who need to equip them with their prerequisites of job. To provide control measures in order to ensure that necessary resources are made available as and when required. The main benefits or purposes of manpower planning are: (i) To control labour costs and enhance efficiency by ensuring that only the most essential and required personnel are hired and retained (ii) To increase productivity by matching people. Employment or Manpower planning is the process of deciding what positions the company will have to fill, and how to fill them. A better basis for planning employee development designed to make optimum use of workers attitudes within the organisation. When the planning horizon is short, there is little uncertainty about which skills and how many people will be needed, and it is relatively easy to predict supply. However, if properly used, human resources planning can increase the prospects of an organizations management and of its resources by better coping with dynamic situations. It endeavours to cater the needs of manpower requirements of some particular sectors like Agriculture Sector, Industrial Sector and Service Sector. (i) Individual Behaviour: - It is known as first behaviour of people and provides means for analyzing why and how an Individual behaves in a particular way. Trend Analysis: Manpower needs of any organisation can be projected through extrapolation (projecting past trends into the future indexation (using base year as basis and statistical analysis (central tendency measure). It avoids or checks on occupational imbalances.e shortages or surplus occurring in any of the department of the organization.
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It should provide a suitable policy. To forecast future requirements. On balance, then, there is a need for firms to achieve the right level of labour turnover, rather than aiming for the lowest possible level. It is the process of picking out the man or men best suited for the organizations requirement. Manpower Forecasting: A proper forecasting of manpower required in the future must be attempted. It constitutes an integral part of corporate plan and serves the very purpose of organization in many ways. This is done through skills inventory. Human resource planning is a sub-system of the total organizational planning. Application Scrutiny: Different types of application forms are essay on manpoer planning used by the organization for different types of positions/posts.
Essay on Manpower Planning: Top 5 Essays Process
For John Lewis the unemployed could be suitable to be the new employed for their department stores, warehouses, admin offices, or even Waitrose stores. In order that the tasks being essay on manpoer planning assigned may be carried out in a way as it has been planned or intended, business organizations need personnel possessing necessary qualifications and experience which can be accomplished through man power planning with all intents and purposes. Analysis of reciprocal relationship, role analysis, transactional analysis falls under the umbrella of interpersonal behaviour. Developing a plan of action in manpower development that negates these factors can be difficult. Job Description: It is an abstract of information received from the job analysis report. These include college students, the unemployed with a wider range of skills and abilities, the retired experienced persons, and others not in the labour force, like married women. (v) To anticipate and overcome redundancies. . Quantitative achievement is achieved from increased in productivity trend, reduced manpower cost, qualitative achievement can also be studied in the context of prevailing industrial relations, level of motivation and morale, grievance pattern, rate of absenteeism, rate of turnover etc. They use three years as after three years the benefits change such as the discount it goes from yellow discount, which is 12 to a red discount, which is 25 of most goods sold in both Waitrose and the. For example if, the organization wants to expand its scale of operations, advance planning ensures a continuous supply of people with requisite skills who can handle the challenges of the jobs easily.
Get help with your essay today, from our professional essay writers! With increased uncertainty in intermediate term human resource planning, interaction between the human resource planner and essay on manpoer planning line managers is even more critical for making accurate demand and supply forecasts. Explicitly, Human Resource Planning connotes preparation of schedule, indicating the number of various categories of employees required by the enterprise over a given period of time. After net employee requirements are determined, planners generate and evaluate alternative Human resource policies and programmes to handle anticipated shortages and surplus. It is also important to find out more about organisations in a locality have been laying off workers. Some of the causes are controllable factors, while many of them are hard to foresee. Evaluating human resources effectiveness: Organizations should evaluate their Human Resources Planning efforts to determine their effectiveness in the context of achieving organizations goals and objectives. Nature and Scope of HRP, hRP includes identifying both present and future needs of various types of employees in an organisation, comparing these needs with the present workforce, and determining the numbers and types of employees to be recruited. Job: It is regular assignment to individual employees including their duties, responsibilities, skill, knowledge etc. Besides, there are two categories of sources of supply of manpower-Internal and External. To ensure optimum, planned use of currently employees.
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If the candidate is found to be suitable, he is selected for further process and, if not he is eliminated. In our organization the applications are used in two ways: to find out on the basis of information contained there in as to the chances of success of the candidate in the job for which he is applying. Such a detailed statistical analysis enables the organisation to keep an eye on where problems lie- with an individual, with a particular section of workers or with the organisation as a whole. However, these terms are always evolving and are variously called as manpower planning, personnel planning or employment planning and human resource planning. These hurdles act as screens designed to eliminate an unqualified applicant at any point in the process.
It should incorporate the elements of flexibility and elasticity. The stability of the workforce or the labour turnover. This is done scientifically. These can be identified by benchmarking from other successful companies, industry information, Human Resources Institutes, internet and so on and so forth. They using manpower forecasting methods and projecting productivity growth, they were able to reduce the number employed form 6500 to 4500 and increase productivity by the required amount. It is therefore, manpower planning is essential for the organisation to meet the demands of future job requirements in order to survive and remain competitive. The rapidly changing world and highly competitive marketplace is causing firms to turn their focus on human resources for survival and competitiveness. Giving overtime to employees for seasonal overload may be cheaper than recruiting extra hand. Anticipating manpower problems by projecting present resources into the future: This step involves comparing forecast needs with projected supply to determine manpower adequacy both quantitatively and qualitatively.