Dhrm lecture 1 manpower planning

DHRM

LECTURE: 1

INTRODUCTION TO MANPOWER PLANNING:

Prepared by

Tutor:

Joseph L.Kasika

On October, 2, 2012

10/15/2012 [email protected]

Introduction to Manpower Planning

Definitions of Manpower;

Manpower –Refer to be said as work force of workers available.

Manpower-Is a productive power in human being.

Manpower- Is a total number of all available workers or the power existed by a single person to perform a

particular tasks in the organization.

Manpower-Is an abstract term for the human labour as opposed to (Machines, Computer Assisted

Machine, Animals etc.)

Definition of Planning;

• Is the process of making decision in advance on what is to be done in the future time.

• Is the process of setting goals and objectives and making an appropriate methods which is simple to meet

the planned goal and objectives.

Definition of Manpower Planning;

• Manpower Planning-Is the process of matching and utilizing available human assert in the

company/organization for effective and efficiency of implementation of the productive power/force in the

organization.

10/15/[email protected]

[email protected]

Merits of Manpower Planning:

Merits of Manpower Planning:

It is useful both for organization and nations.

All organizations and states need manpower planning for the performance and reaching the planned goals.

It generates facilities to educate people in the organization.

It determine how many and the manpower may have a time to learn or getting new knowledge and education to perform a particular job.

It bring about fast economic development of an organization and Nation.

Not only in HR depart. Need planning but all departments within the company it helps to plan in order to work for the same goals and objectives.

It boosts geographical mobility of labour.

It enables to transfer workers from one place to another without affecting the objectives of working system in the organization.

It provides smooth working system even after expansion of the company/organization.

Manpower planning helps to get experience because HR-Manger have knowledge and systematic way of planning for labour force even in the large company than the first.

It opens possibility for the workers for future promotions thus provide incentives.

This help to make recruitment even within the organization to get future managers and supervisor because there is proper manpower planning for downsizing an expected cost to recruit new one from outside.

It creates healthy atmosphere of encouragement and motivation in the organization.

Due to good manpower planning provide good office space with health condition to work comfortable for workers.


STAGES IN MANPOWER PLANNING

There are several steps obliged to follow before anything as following below.

o Predict Manpower planning.

This is to guess something about manpower in mind or by thinking within first.

o Designing job description and job specification, to provide job department requirements.

This helps to list requirements of a job duties, responsibilities, job position and mode of report to

whom in the organization.

o Find adequate sources of recruitment.

This is to find the areas where you will get labour/manpower. It can be either outside or within the

country.

o Give boost to youngsters by appointing them to higher post.

The first priority must be to the youngster because those are taking long time to apply stages.(high

post) they have high capability to think and peace variance.

o Best motivation for internal promotion.

This is to make sure that all recruited workers get more motivation to increase more high

performance in work organization. For instance; To them fringe benefit or ample time.

o Look after expect looses.

This is due to retirement, transfer, resignation, death of workers and other issues. To be able for the

out come of those issues in order to avoid the looses of company.


MANPOWER RECRUITMENT

Introduction;

Definition of manpower recruitment.

According to Edwin B. Filppo

Manpower recruitment –Is the process of searching candidates for the employment and

stimulating them to apply for vacant job in the organization. It is also to discover the sources of manpower to meet

the requirements for the staffing schedule an employ effectively.

MANPOWER RECRUITMENT PROCESS.

Identifying the vacancy. This is to observe the gape and how many staff will be fixing the vacancy.

Prepare the job description and personal specification. This is to determine that how many post available

and the roles to do and which qualification needed for the vacancy.

Locating and developing the sources of required numbers and types of Employees. How would you get

these employees with qualification you need? This is through advertisements.

Shot listing and identifying the prospective employees with required attribute. This is based on looking

the specification of applicants who applied to the job concerned because many people will apply they should

be short listed.

Arrange the interview with selected candidates. After short listing them then conduct the interview to find

the best one or those you need.

10/15/2012 HRM DEPART [email protected]

MANPOWER RECRUITMENT PROCESS (cont……..)

Conduct the interview and decision making. This is the way to identify an candidate's self

expression, confidence, personality, strength and weakness by asking them questions involving

their applications employment vacancy either orally or writing.

Selection and locating them to the post concerned. This is the last step to locate the applicant to

post you planned for work performance in the organization.

FACTORS AFFECTING THE EFFINCIENCY OF LABOUR PERFOMANCE IN THE FIRMS:

There are several factors that affect good performance of workers to the certain organization such as

follows;

General and technical education of workers. To employ people with no qualifications or

experience which what he/she is going to use at workplace. For instance; taking nurse in bank

organization or taking engineer to politics job.

Climate. Areas with bad working conditions for workers minimizes the efficiency of a workers to

perform well.


FACTORS AFFECTING THE EFFINCIENCY OF LABOUR PERFOMANCE IN THE FIRMS:

(cont…..)

Wages. Lower wages decrease efficiency of labour to perform well. The wages must be proportion

to the work done so as to increase morale of performing better and accrue production of the firm.

Working hours. Working for long period of time decrease the efficiency of workers. Employee

must have ample time to rest and getting more energy for other time.

Health of workers. Bad health of workers facilitates poor efficiency of working in the organization.

Personal qualities among the workers. Workers with different qualities fail working together in

groups within the firm.

Inheritance. To inherit worker may affect the organization because worker may not be able to

control business venture or job position given to him/her.

Summary implications;

Managers needs to have enough skills of management ability in planning , selecting quality employees

allocating them to fill the vacancy job and use of Human resources and non-human resources to

match the planned goals and hence the growth of the company/firm or business venture also to

refrain an organization/firm from bankruptcy to organizational continuity in production and better

quality of service to customer. Note; “If you fail to plan, plan to fail”

By Tutor: J.L.Kasika


Dhrm lecture 1 manpower planning

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