Dear seniors,
Pls let me know the practical procedure to do the man
power planning for the organization.
As theory covers following steps:
Forecast of the man power required on the stage of time, considering upcoming projects, retirement etc…
Job analysis: Job description and job specifications
How much difference and similarity is there for the same.
Warm Regards’
Punita
From India, Pune
Pls let me know the practical procedure to do the man
power planning for the organization.
As theory covers following steps:
Forecast of the man power required on the stage of time, considering upcoming projects, retirement etc…
Job analysis: Job description and job specifications
How much difference and similarity is there for the same.
Warm Regards’
Punita
From India, Pune
dear seniors, I would also be really interested in knowing about manpower planning...pls give some inputs.. regards, Bhavana
From India, Mumbai
From India, Mumbai
The Company’s corporate mission statement, objectives and strategies becomes the foundation information for the HR department to work out your HR/ Manpower Planning.
STEP A
Discuss with the various other departments like sales/ production/ distribution/accounting/ IT(individual projects) etc about their requirements
for manpower, -recruitments, Replacements, training
STEP B:
Once you get their departmental requirements, HRM develops -HUMAN RESOURCE PLANNING which includes
1. Budgeting
2. Planning and Staffing
-recruitment /selection plans / programs/ procedures/ priorities
-training plans / programs/ procedures/ priorities
-rewards plans / programs/ procedures/ priorities
-development plans / programs/ procedures/ priorities
-payroll plans / programs/ procedures/ priorities
- performance management plans / programs/ procedures/ priorities
-staff/organization communication plans / programs/ procedures/ priorities
etc etc
Step C:
HR Planning includes
1.Assessment / Audit of the current manpower profile
-numbers
-skills
-ages
-flexibility
-sex
-experience
-capabilities
-character
-potential
-normal turnover,
-staff movements planned
-retirements
-succession planning etc.
2. Corporate Mission
3. Corporate Objective
4. Corporate Strategy
5.Corporate Organization Policy/ Budget Guidelines.
6. Corporate HR objective/ strategy
7. Corporate Industrial Relations Policy
8. Corporate Sales forecasts [ 3 or 5 or 10 years ]
9. Corporate Product Plans [ 3 or 5 or 10 years ]
10. Corporate Production forecasts. [ 3 or 5 or 10 years ]
BASED ON THE ABOVE applicable's , YOU DEVELOP A SERIES OF CRUDE FORECASTS OF STAFF REQUIRED Within the allocated Budgets
CONCEPTS OF HR PLANNING.
These include
-Recruitment plan
-Selection plan
-Induction plan
-Orientation plan
-Training plan
-Developement plan
-Compensation development plan
-Salary administration plan
-Payroll Administration "
-Performance Appraisal "
-Performance Management "
-Industrial Relations "
-Counselling "
-Promotions "
-Terminations "
-Transfers "
-Staff amenities ". etc.
While Manpower Planning is a boarder term in forecasting the organizational requirements and planning for staffing process to meet those departmental needs. While Job analysis like Job description and job specifications is more specific to each of the requirements. Job Analysis is one of the process in the staffing process which will facilitate HRM to recruit an personnel with right qualifications and credential’s.
Thanks to the web!
1STEP A
Discuss with the various other departments like sales/ production/ distribution/accounting/ IT(individual projects) etc about their requirements
for manpower, -recruitments, Replacements, training
STEP B:
Once you get their departmental requirements, HRM develops -HUMAN RESOURCE PLANNING which includes
1. Budgeting
2. Planning and Staffing
-recruitment /selection plans / programs/ procedures/ priorities
-training plans / programs/ procedures/ priorities
-rewards plans / programs/ procedures/ priorities
-development plans / programs/ procedures/ priorities
-payroll plans / programs/ procedures/ priorities
- performance management plans / programs/ procedures/ priorities
-staff/organization communication plans / programs/ procedures/ priorities
etc etc
Step C:
HR Planning includes
1.Assessment / Audit of the current manpower profile
-numbers
-skills
-ages
-flexibility
-sex
-experience
-capabilities
-character
-potential
-normal turnover,
-staff movements planned
-retirements
-succession planning etc.
2. Corporate Mission
3. Corporate Objective
4. Corporate Strategy
5.Corporate Organization Policy/ Budget Guidelines.
6. Corporate HR objective/ strategy
7. Corporate Industrial Relations Policy
8. Corporate Sales forecasts [ 3 or 5 or 10 years ]
9. Corporate Product Plans [ 3 or 5 or 10 years ]
10. Corporate Production forecasts. [ 3 or 5 or 10 years ]
BASED ON THE ABOVE applicable's , YOU DEVELOP A SERIES OF CRUDE FORECASTS OF STAFF REQUIRED Within the allocated Budgets
CONCEPTS OF HR PLANNING.
These include
-Recruitment plan
-Selection plan
-Induction plan
-Orientation plan
-Training plan
-Developement plan
-Compensation development plan
-Salary administration plan
-Payroll Administration "
-Performance Appraisal "
-Performance Management "
-Industrial Relations "
-Counselling "
-Promotions "
-Terminations "
-Transfers "
-Staff amenities ". etc.
While Manpower Planning is a boarder term in forecasting the organizational requirements and planning for staffing process to meet those departmental needs. While Job analysis like Job description and job specifications is more specific to each of the requirements. Job Analysis is one of the process in the staffing process which will facilitate HRM to recruit an personnel with right qualifications and credential’s.
Thanks to the web!
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Man-power-reque stion_897.zip
MAN POWER PLANNING.doc