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MANPOWER PLANNING

MANPOWER PLANNING. PROCESS BY WHICH ANORGANISATION ENSURES THAT IT HAS THE RIGHT NUMBER AND KIND OF PEOPLE AT THE RIGHT PLACE AND AT THE RIGHT TIME CAPABLE OF EFFECTIVELY AND EFFICIENTLY COMPLETING THOSE TASKS THAT HELP THE ORGANISATION ACHIVE ITS OVERALL OBJECTIVES…. DEFINITION.

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MANPOWER PLANNING

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  1. MANPOWER PLANNING

  2. PROCESS BY WHICH ANORGANISATION ENSURES THAT IT HAS THE RIGHT NUMBER AND KIND OF PEOPLE AT THE RIGHT PLACE AND AT THE RIGHT TIME CAPABLE OF EFFECTIVELY AND EFFICIENTLY COMPLETING THOSE TASKS THAT HELP THE ORGANISATION ACHIVE ITS OVERALL OBJECTIVES…. DEFINITION

  3. QUANTIFY JOB FOR PRODUCING PRODUCTS /SERVICE • QUANTIFY PEOPLE AND POSITION REQUIRED • REDUCE DELAYS IN PROCURING STAFF • PREVENT SHORTAGE AND EXCESS OF STAFFS • COMPLY WITH LEGAL REQUIREMENT PURPOSE

  4. The resource manager is the one, who cares the MPP Conducted in each quarter. He is informed by respective operations manager of each Business Unit • People involves in MPP1.Resource Manager2.Operations Manager3.Recruitment Team PROCESS

  5. Five Essential Elements: Analyzing the current manpower resourceReviewing employee utilizationForecasting the demand for employeesForecasting supplyDeveloping a manpower PROCESS(CONT.)

  6. 1.Level of business 2.Attrition 3.Season planning 4.Growth in process 5.Market condition 6.Expansion & contraction FACTORS AFFECTING MPP

  7. Demand Forecasting1.Based on trends of attrition in each quarter2.Growth prospectSupplyForecasting1.Based on demand2.Based on channels of recruitment3.Trends in each channel analyzed METHODS OF D.F & S.F

  8. STEPS INVOVED IN MPP

  9. This method involves comparing the # of employees to a workload index. • The level of activity in each job may vary from department to department in the same organization For instance – To produce 1000 units of a product , if 100 workers are required the department would require 150 to produce 1500 units. RATIO ANALYSIS

  10. Job analysis is primary tool in personnel management. In this method, a personnel manager tries to gather, synthesize and implement the information available regarding the workforce in the concern. A personnel manager has to undertake job analysis so as to put right man on right job. There are two outcomes of job analysis : • Job description • Job specification DEFINITION(J.D & J.S)

  11. JOB DESCRIPTION is an organized factual statement of job contents in the form of duties and responsibilities of a specific job. IT is descriptive in nature and it constitutes all those facts which are related to a job such as : • Title/ Designation of job and location in the concern. • The nature of duties and operations to be performed in that job. • Necessary qualifications that are required for job. DEFINITION(CONT.)

  12. JOB SPECIFICATION Job specification helps in hiring an appropriate person for an appropriate position. The contents are : • Job title and designation • Educational qualifications for that title • Physical and other related attributes • Physique and mental health • Special attributes and abilities • Maturity and dependability • Relationship of that job with other jobs in a concern. DEFINITION(CONT.)

  13. Purpose of job description for human resources department MECHANISM FR RECRUITMENT & SELECTION TRAINING & DEVELOPMENT PERFORMANCE APPRAISAL PEOPLE MANAGEMENT COMPENSATION PURPOSE

  14.  Purpose of job description for employee For understanding and establishing training objectives and developmental goals / objects. As a tool to understand his/her area of responsibility. For understanding new assignments and/or working conditions As a jump start for recommending improvement to work PURPOSE

  15. JOB DESCRIPTION PROCESS

  16. JOB DESCRIPTION(TELE-CALLER) Candidate Profile:Handling customer queriesExcellent in both written and spoken EnglishAbility to provide information verbally clearly and effectively Desired Profile:+2 or Graduate with min 0.6 months exp. in telecallingCommitted, Ambitious and Friendly.Comfortable in talking to people and a good listener.Day shifts onlyExperience : 0 to 5 yrs GENDER: FEMALE LOC: BBSR PROFILE

  17. The accumulation, examination, and manipulation of cost data for comparisons and projections. When large companies hire thousands of employees per year, these costs can take a significant portion of the HR budget and the total operating expenses. Successful start-ups and dot-coms are also feeling the squeeze. Agency fees of 20 to 30 percent of the new hire's base salary COST ANALYSIS

  18. Whether you are using the new electronic methods or the traditional hiring tactics, having a standard and effective way of measuring your cost per hire is essential to evaluating your recruiting effectiveness and efficiency, includes six basic elements to calculate cost per hire: • 1. Advertising • 2. Agency and search firm fees • 3. Referral bonuses paid to employees • 4. Travel costs incurred by both recruiters and applicants • 5. Relocation costs • 6. Company recruiter costs (including salary and benefits prorated if the recruiter performs duties other than staffing) ANALYSIS

  19. DATA TAB..

  20. C.A : RECRUITMENT(TELECALLER)

  21. Manpower planning plays a vital role in Human Resource activity of an organization.  Human Resource is an asset to every organization. Manpower planning mainly involves determining the needs and supply of human resource and the available sources. The organization should make Manpower Planning in such away that it should satisfy both organization and employer at a higher level.  It result in creating working environment and maintain better employee and employer relationship.  CONCLUSION

  22. GOOGLE.COM • SCRIBD.COM • CITEHR.COM • ROBBINS(ORG PSYCHO) REFERENCE

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