Scribd
Upload
58 views49 pages

Unit-2 Labour Management

Manpower planning, also called human resource planning, involves forecasting an organization's future human resource needs and developing plans to meet those needs. The key steps in manpower planning are: 1. Analyzing the current workforce inventory. 2. Making future workforce forecasts using techniques like expert forecasts, trend analysis, and workload analysis. 3. Developing employment programs like recruitment and training. 4. Designing training programs to improve employee skills based on changes in technology, expansion plans, etc.

Uploaded by

Deepak Sah
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
58 views49 pages

Unit-2 Labour Management

Manpower planning, also called human resource planning, involves forecasting an organization's future human resource needs and developing plans to meet those needs. The key steps in manpower planning are: 1. Analyzing the current workforce inventory. 2. Making future workforce forecasts using techniques like expert forecasts, trend analysis, and workload analysis. 3. Developing employment programs like recruitment and training. 4. Designing training programs to improve employee skills based on changes in technology, expansion plans, etc.

Uploaded by

Deepak Sah
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
You are on page 1/ 49

UNIT-2

LABOUR MANAGEMEENT
MANPOWER PLANNING

Manpower Planning which is also called as Human Resource


Planning consists of putting right number of people, right kind of
people at the right place, right time, doing the right things for
which they are suited for the achievement of goals of the
organization. Human Resource Planning has got an important place
in the arena of industrialization. Human Resource Planning has to
be a systems approach and is carried out in a set procedure.

The procedure is as follows:


➢Analysing the current manpower inventory
➢Making future manpower forecasts
➢Developing employment programmes
➢Design training programmes
Steps in Manpower Planning

1.Analysing the current manpower inventory- Before a


manager makes forecast of future manpower, the current
manpower status has to be analysed.
For this the following things have to be noted-
1. Type of organization
2. Number of departments
3. Number and quantity of such departments
4. Employees in these work units
1.Once these factors are registered by a manager, he goes for
the future forecasting.
I. Making future manpower forecasts- Once the factors affecting the
future manpower forecasts are known, planning can be done for the
future manpower requirements in several work units.The Manpower
forecasting techniques commonly employed by the organizations are
as follows:
II. Expert Forecasts: This includes informal decisions, formal expert
surveys and Delphi technique.
III. Trend Analysis: Manpower needs can be projected through
extrapolation (projecting past trends), indexation (using base year as
basis), and statistical analysis (central tendency measure).
IV. Work Load Analysis: It is dependent upon the nature of work load in
a department, in a branch or in a division.
V. Work Force Analysis: Whenever production and time period has to
be analysed, due allowances have to be made for getting net
manpower requirements.
VI. Other methods: Several Mathematical models, with the aid of
computers are used to forecast manpower needs, like budget and
planning analysis, regression, new venture analysis.
➢Developing employment programmes- Once the current
inventory is compared with future forecasts, the employment
programmes can be framed and developed accordingly, which
will include recruitment, selection procedures and placement
plans.

➢Design training programmes- These will be based upon extent


of diversification, expansion plans, development
programmes,etc. Training programmes depend upon the extent
of improvement in technology and advancement to take place.
It is also done to improve upon the skills, capabilities,
knowledge of the workers.
IMPORTANCE OF MANPOWER PLANNING

I. Key to managerial functions- The four managerial functions, i.e.,


planning, organizing, directing and controlling are based upon
the manpower. Human resources help in the implementation of
all these managerial activities. Therefore, staffing becomes a key
to all managerial functions.
II. Efficient utilization- Efficient management of personnels
becomes an important function in the industrialization world of
today. Seting of large scale enterprises require management of
large scale manpower. It can be effectively done through staffing
function.
III. Motivation- Staffing function not only includes putting right men
on right job, but it also comprises of motivational programmes,
i.e., incentive plans to be framed for further participation and
employment of employees in a concern. Therefore, all types of
incentive plans becomes an integral part of staffing function.
I. Better human relations- A concern can stabilize itself if
human relations develop and are strong. Human relations
become strong trough effective control, clear
communication, effective supervision and leadership in a
concern. Staffing function also looks after training and
development of the work force which leads to co-operation
and better human relations.
II. Higher productivity- Productivity level increases when
resources are utilized in best possible manner. higher
productivity is a result of minimum wastage of time,
money, efforts and energies. This is possible through the
staffing and it's related activities ( Performance appraisal,
training and development, remuneration)
OBSTACLES IN MANPOWER PLANNING
Following are the main obstacles that organizations face in the
process of manpower planning:

➢Under Utilization of Manpower: The biggest obstacle in case of


manpower planning is the fact that the industries in general are not
making optimum use of their manpower and once manpower
planning begins, it encounters heavy odds in stepping up the
utilization.

➢Degree of Absenteeism: Absenteeism is quite high and has been


increasing since last few years.

➢Lack of Education and Skilled Labour: The extent of illetracy and


the slow pace of development of the skilled categories account for
low productivity in employees. Low productivity has implications for
manpower planning.
MANPOWER CONTROL AND REVIEW

a.Any increase in manpower is considered at the top level of


management
b.On the basis of manpower plans, personnel budgets are
prepared. These act as control mechanisms to keep the
manpower under certain broadly defined limits.
c.The productivity of any organization is usually calculated
using the formula:
Productivity = Output / Input
. But a rough index of employee productivity is calculated as
follows:
Employee Productivity = Total Production / Total no. of
employees

You might also like