![]() ![]() Plans to enter new businesses, build new plants, or reduce costs all influence the types of positions the firm will need to fill. However, most companies call the process of deciding how to fill company’s most important executive jobs succession planning.Įmployment planning should be an integral part of a firm’s strategic and HR planning processes. Manpower planning covers all future positions from maintenance clerk to CEO. Estimating ManpowerĮmployment or Manpower planning is the process of deciding what positions the company will have to fill, and how to fill them. To show the implications of retirements and promotion plans in terms of management development and succession planning.Such people can then be made available for jobs in which they are needed. The information provided about future manpower surpluses and redundancies in particular area could be used by management to plan a retraining programme for those who would be rendered redundant by changes in technology and company reorganization. To anticipate and overcome redundancies.To provide a basis for other plans, such as plans for facilities, desks and office accommodation, and assist in their formulation.Required skills are thus provided for in advance To provide a lead time to recruit and train workers ahead of need.To increase productivity by matching people with jobs that truly exists and is adequate for them.To control labor costs and enhance efficiency by ensuring that only the most essential and required personnel are hired and retained.The main benefits or purposes of manpower planning are: On this basis, Manpower Planning and Human Resources Planning are the same phenomenon. As such the terms can be used interchangeably. The terms “manpower, ‘human resource”, and personnel management or personnel administration refer to the same activities concerned with managing people at work. The term ‘Manpower Planning’ at organizational or corporate level is also known as micro-human resources planning and it has much to do with personnel management or personnel administration. The plan implementation programme also entails training and development of personnel and performance appraisal as well as other related personnel administration functions. Such implementation programmes include recruitment and selection (employment) of required skilled personnel to perform jobs that will allow the enterprise meet both the corporate and individual goals. As a plan, it is embedded with implementation programmes designed to ensure availability of adequate qualified persons. Its process involves interrelated activities and the plan must continue to be modified to meet prevailing circumstances. It is an on-going process (integrated approach), not a once and for all phenomenon. The centrality of manpower in production process of corporate entities has long been acknowledged by organization managers and administrators. ![]()
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