Manpower Planning Princ Euddhatra 9724949948
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Manpower PlanningManpower Planning
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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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Forecasting Techniques:Forecasting Techniques:
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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Forecasting Techniques:Forecasting Techniques:
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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Purpose and ImportancePurpose and Importance
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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Purpose and ImportancePurpose and Importance
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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Career Planning:Career Planning:
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:Career Planning:
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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