Here is a compilation of essays on ‘Manpower Planning’ for class 11 and 12. Find paragraphs, long and short essays on ‘Manpower Planning’ especially written for school and college students.
Essay on Manpower Planning
- Essay on the Meaning of Manpower Planning
- Essay on the Concept of Manpower Planning
- Essay on the Steps Involved in Manpower Planning
- Essay on the Process of Manpower Planning
- Essay on the Advantages of Manpower planning
Essay # 1.Meaning of Manpower Planning:
From the firm’s point of view, manpower planning is a process by which the firm makes sure that it has the right number and kind of people in the right place at the right time doing most economically useful work. It is a method by which future manpower requirements are determined and plans are developed to meet them.
As Maths and Jackson put it, “Manpower planning consists of estimating the number, types and sources of employees required for an organisation to meet its overall objectives.”
Manpower planning at an enterprise level is basically concerned with having the right number or quantity of personnel and with the requisite education and professional and training. It is necessary to start with the forecasting of manpower needs.
This is done by making three types of forecasts:
i. The economic forecasts;
ii. The company’s sales and expansion forecast; and
iii. The employees market forecast.
Essay # 2. Concept of Manpower Planning:
According to Dale S. Beach, “Human resources planning is a process of determining and assuring that the organisation will have an adequate number of qualified persons available at the proper times, performing jobs which meet the needs of enterprise and which provide satisfaction to the individuals involved.”
According to E.B. Geisler, “Manpower planning is the process including forecasting, developing and controlling by which a firm ensures that it has the right number of people and the right kind of people at the right places, at the right time doing work for which they are economically most useful.”
Essay # 3. Steps Involved in Manpower Planning:
Manpower planning, thus involves the following basic processes or steps:
i. Personnel Forecasting:
Every organisation has to forecast future manpower needs. This is done scientifically. This may also be done through judgemental projections based upon experience and the managerial foresight of top management.
ii. Preparing Personnel Inventory:
It involves preparing detailed catalogue of present manpower. The purpose of preparing this inventory is to know the quantity and the quality of personnel available.
iii. Job Analysis:
It requires undertaking a detailed analysis of various skills required to do the job and to spell out the duties and responsibilities associated with a unit of job.
Job analysis is used as a basis for compiling- (a) job description, and (b) job specification.
(a) Job description furnishes information relating to:
(i) The name of job,
(ii) Nature of operations to be performed in the job,
(iii) Requisite qualifications for job, and
(iv) Working conditions.
(b) Job specification provides following information relating to the job:
(i) Job title,
(ii) Names of immediate supervisors and subordinates,
(iii) Organizational relationships,
(iv) Any other specified responsibilities.
iv. Planning for Staffing:
The final stage necessitates the preparation of programmes of recruitment, selection, training, transfer, promotion, development, and wage and salary administration so that the manpower needs of the enterprise could be effectively met.
Essay # 4. Process of Manpower Planning:
Manpower planning must be integrated with the overall planning of the organisation. Manpower planning should be done carefully as it has got long- term repercussions. Manpower planning should be more concerned with filling future vacancies.
In order to achieve the objective, manpower planning process should comprise of the steps given below:
i. Current Manpower Inventory:
Analysis of current manpower supply may be undertaken by department, by function, by occupation, or by level of skill or qualifications. The assessment of demand for the operative personnel presents less problems of uncertainty and current manpower supply can be adjusted accordingly.
But projections of manpower requirements for supervisory and managerial level presents a complex problem. This will help in drawing recruitment and development plans to meet the needs of certain skills in the future.
The search for talented employees in the organisation must be continuous. Detailed bio-data of each individual included in the manpower inventory must be obtained separately for the purpose of manpower planning. This will provide the foundation for a programme of individual development.
ii. Manpower Forecasting:
A proper forecasting of manpower required in the future must be attempted. Work study techniques can be used when it is possible to apply work measurement to know how long operations should take and the amount of labour required. This is also known as ‘Workload analysis’.
iii. Employment Programme:
Long-term employment programme must be checked out to deal with forecast deficits of manpower and it will include the steps like recruitment, selection, placement performance, appraisal, transfer and promotion.
iv. Training and Development Programme:
The purpose of assessing the manpower inventory is to find out the training and development needs in the organisation. Appropriate development programmes should also be designed for the present.
An appraisal must be made of the effectiveness of manpower planning after the employment and training programmes have been implemented.
Corrective actions should also be taken wherever it is feasible and necessary to remove the deficiencies in manpower planning.
An appraisal of the existing manpower plans will also serve as a guide in the future manpower planning.
Essay # 5. Advantages of Manpower Planning:
These are as follows:
i. Reduced personnel costs, because of ability of management to anticipate shortages and/or surpluses of manpower and correct these imbalances before they become unmanageable and expensive.
ii. A better basis for planning employee development designed to make optimum use of workers’ attitudes within the organisation.
iii. Manpower inventory can provide information to management for the internal succession of managerial personnel if there is a turnover which is not anticipated.
iv. Manpower planning enables, through performance appraisals identification of the gaps of the existing manpower so that corrective training could be given.
v. Improvement in the overall business planning process.
vi. A greater awareness of the importance of sound manpower management throughout all the levels of organisation.
vii. A tool to evaluate the effect of the alternative manpower actions and policies.
Human Resources Planning Essay
1761 Words8 Pages
What is Manpower / Human Resources Planning (HRP)?
Manpower planning or HR planning are synonymous. HR planning is more broad-based. Hereinafter, we will call it Human Resource Planning or HRP in short.
Human resource planning is the process of anticipating and carrying out the movement of people into, within, and out of the organization. Human resources planning is done to achieve the optimum use of human resources and to have the correct number and types of employees needed to meet organizational goals.
We also can say that, Human resource planning is the process of systematically reviewing human resource requirements to ensure that the required numbers of employees with the required skills…show more content…
According to Geisler, “Manpower planning is the process ' including forecasting, developing and controlling by which a firm ensures that it has-
• The right number of people,
• The right kind of people,
• At the right places,
• At the right time, doing work for which they are economically most useful”.
Wickstrom very beautifully summarizes the features of HRP,
Forecasting future manpower requirements, where we use mathematical projections, to project trends in the economic environment and development of the industry.
Making an inventory of present manpower resources and assessing the extent to which these resources are employed optimally. Procuring competent personnel requires positive recruitment efforts and the development of a variety of recruitment sources. These sources must consider not only the nature and conditions of the external labor market, but also the presence of qualified personnel who are available to fill vacancies through internal promotions or transfers.