Manpower Planning

A process by which an organization should more from its current manpower position to its desired manpower position. Forecasting future supply

Need:
lRapid changes in Technology,
lNeed for new s****s and employees,
lChanges in organization design & structure,
lDemographic changes like (age, ***, education), (Transfers, retirements..,)
Pressure from trade unions, politicians

Process


Analyzing the organisation plans.
(Sales, production, technology, financial, marketing plan)

Forecasting the overall HR requirements
(Future capabilities, knowledge, s**** of present employees)

Supply forecasting HR.
(Future supply=Present inventory + Potential additions+ Potential loss)

Estimating the net HR requirement
(Net = Future supply requirement – Present overall HR)

Action plans if surplus or Shortage.
(If surplus = Redeployment (Transfers) or Retrenchment/Redundancy (demotions, voluntary retirements)

(If Shortage = Employment or Training or Development or internal mobility)

Forecasting future supply from all sources
(If deficit is estimated in any dept. mgt. has to forecast, from consultants/internal sources/Training institutes…)

Action Plan
(It may Transfer/promotion/training & development/recruitment…)