Manpower analysis meaning


Human resource planning is when organizations determine the staffing support they need to meet business needs and customer demands. Panning is the most important and primary function of management. It is a process of selecting the organizational objectives and taking actions to achieve those objectives. The planning of human resources is a major managerial responsibility. It is important because human resources provide a firm with a competitive advantage.


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Objectives of Manpower Planning


Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resource planning should serve as a link between human resource management and the overall strategic plan of an organization. Ageing workers population in most western countries and growing demands for qualified workers in developing economies have underscored the importance of effective human resource planning.

As defined by Bulla and Scott, human resource planning is 'the process for ensuring that the human resource requirements of an organization are identified and plans are made for satisfying those requirements'.

The planning processes of most best practice organizations not only define what will be accomplished within a given time-frame, but also the numbers and types of human resources that will be needed to achieve the defined business goals e.

Competency-based management supports the integration of human resources planning with business planning by allowing organizations to assess the current human resource capacity based on their competencies against the capacity needed to achieve the vision, mission and business goals of the organization. Targeted human resource strategies, plans and programs to address gaps e. These strategies and programs are monitored and evaluated on a regular basis to ensure that they are moving the organizations in the desired direction, including closing employee competency gaps, and corrections are made as needed.

This Strategic HR Planning and evaluation cycle is depicted in the diagram to the right. Human resource planning is the ongoing process of systematic planning to achieve the best use of an organisation's most valuable asset — its human resources. The objective of human resource HR planning is to ensure the best fit between employees and jobs, while avoiding workforce shortages or spares.

The three key elements of the HR planning process are forecasting labour demand, analysing present labour supply, and balancing projected labour demand and supply. Human resources use various tools and technologies to achieve its goals, especially when it comes to strategic planning.

These technologies include but are not limited to social media , policies and management information systems. Social media is used as a tool in human resources and business in general. This discipline deals with selecting appropriate social media sites and formats from the myriad options available and leveraging the same to create value for the organization. This requires an in-depth understanding of the key benefits and pitfalls of social media and managing these effectively in the organization's context.

This discipline emphasizes harnessing social media for effective human resource management, which includes recruitment, collaboration and engagement.

It also explores the non-financial impact as well as the approaches for measuring the return on investment in social media. MIS are computerized information-processing systems designed to support the activities of company or organizational management. They go by various names all with varying functions, in the HR field these tools are commonly referred to as human resource management systems HRIS. These programs assist professionals in records management, benefit administration and inquiries, hiring and team placement, coaching and training, attendance and payroll management.

Policies are set in place to assist in SHRP. These policies are targeted not only for selecting and training employees but also how they should conduct themselves in and outside the workplace and various other aspects of being employed at a workplace. For example, within several companies, there exists a social media policy which outlines how an employee should conduct themselves on personal accounts as a representative of their workplace.

Behavioral science is the scientific study of human behavior. This applied science is used as a tool in SHRP to help understand and manage human resources. Strategic human resource management is "critical importance of human resources to strategy, organizational capability to adapt to change and the goals of the organization"[citation?

In other words, this is a strategy that intends to adapt the goals of an organization and is built off of other theories such as the contingency theory as well as institutional theory which fit under the umbrella of organizational theory.

These theories look at the universalize, contingency and configuration perspectives to see the effect of human resource practices in organizations. The universalize perspective says that there are better human resource practices than others and those should be adopted within organization while contingency says that human resource practices need to align with other organization practices or the organizations mission, and configuration perspective is based on how to combine multiple aspects of human resource practices with effectiveness or performance.

This can also be viewed as how human resource practices fit vertically or horizontally in an organization. This theory also involves looking at the value of human capital as well as social capital both in and outside of organizations and how this affects human resource practices.

Human capital being knowledge and skills of individuals working for the organization and social capital is based on the character and value of relationships in and out of the organization. Resource dependence theory which is the theory that organizations are not self-sustaining there they must depend on outside resources to stay functioning.

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Manpower Planning – Definition and Objectives

Post a Comment. In other words, HRP is a process by which an organization determines how it should acquire its desired manpower to achieve the organizational goal. Thus, HRP helps an organization to have right number and kind of people at the right place and right number times to successfully achieve its overall objectives. The quality of an organization is, to large degree, considered merely the summation of the quality of people its hires and keeps. Therefore, before actually selecting the right people for right jobs, it becomes a pre-requisite to decide n the quantity and quality of people required in the organization.

Manpower Planning which is also called as Human Resource Planning consists of putting right number of people, right kind of people at the right place.

The Importance of Human Resource Management

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Manpower Planning

manpower analysis meaning

The human resource pooling is assembling or grouping of human resources for optimal use of human resources to reduce the cost and improve efficiency. The human resource pooling can happen on structural changes, merging and clustering, alteration of existing business processes and policies in accordance with the new pool combination. With the resource pooling, one can avoid additional staff training due to attrition and recruitment costs which are costly and time-consuming activity in finding suitable replacements. Migration into the new system creates certain cultural gaps and this gap further increases even while adapting to new technology.

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Whats the definition of manpower?

Work with department manager to make manpower plan and control headcount. Assist HR manager preparing the annual headcount budget, manpower statistic and analysis. The project manager makes agreements with the heads of functional departments which provide the necessary resources in terms of manpower and equipment. Statistical techniques for manpower planning: Development of statistical methods for use in manpower planning. We discussed manpower promotionwise. The manpower property obtains the cost account and the manpower property development cost accounts.


The Importance of Manpower in Planning

Manpower planning or the human resource planning reefers o putting up the right amount and kind of people at the right time and place to do the right thing they are capable of for achieving the specific goal of a specific organization or company. Manpower planning is one of the important processes in building a company, for a reason that the success of a company can be determined within this process. It is the process where the recruitment of employee lies. With this, the company can make a better way on how they can have the best and talented employees under control. Having a good plan regarding with the hiring of manpower is the foundation of the company for making it a successful one. Thus, this process can is the greatest step towards the goal that they most probably desired.

Manpower planning is the process of estimating the optimum number of people required for completing a project, task or a goal within time.

Manpower planning is also known as human resources planning. Every organization has goals. But to achieve those goals or move the company forward, people with a common interest must come together or must be hired. The number of individuals required to accomplish the said goal also has to available.


Human Resource Planning is a systematic process of forecasting both the prospective demand for and supply of manpower, and employment of skills with the objectives of the organization. It can also be termed as the method of reviewing the manpower necessities to ensure that right kind of skills is made available to the organization. The main purpose of HRP is to set the goals and objectives of the company. In other words, it is to have the precise number of employees, with their skills matching the requirements of the organization, so that the organization can move towards its goals. Chief objectives of Human Resource Planning are as follows:.

First and foremost and also an important objective of the manpower planning process is the recruitment of skilled employees for the upcoming project. Manpower planning involves reviewing current manpower resources, forecasting future requirements and availability, and taking steps to ensure that the supply of people and skills meets demand.

Job analysis is a process of identifying and determining in detail the particular job duties and requirements and the importance of these duties for a given job. It helps an organization determine which employee is best for a specific job. In other words, job analysis is used to determine placement of jobs. It allows human resource managers to identify the path of job progression for employers looking to advance their career and compensation. To be clear, job analysis targets the job, not the person. Data for job analysis is collected from the job holders through interviews or questionnaires, but the result of analysis is a description of the job and not a description of the job holder. Russian researcher Morris Viteles was one of the first industrial-organizational psychologists to introduce the concept of job analysis.

Manpower planning can be defined as a total estimation of the total number of workers or employees with different skills required for the completion of a job, project, or task in the desired period of time. A manpower planning process is also known as the Human resource planning process. Therefore, the human resource manager of the organization is always on the look for human resources, so that the right number of employees with the right skills can be provided at the right time whenever the need arises in the organization. Employees recruited through manpower planning process can be hired for short period of time say for a particular project and on the other times the employees hired for the organization stays with the organization for longer period of time for example, a marketing manager or a sales manager are recruited by keeping in mind their long-term association with the organization and hence, their recruitment process is of greater importance and require much planning and effort at the end of the human resource manager as compared to the recruitment of labor level workers.


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