Manpower Planning

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

Need:
l Rapid changes in Technology,
l Need for new skills and employees,
l Changes in organization design & structure,
l Demographic changes like (age, sex, 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, skill 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…)