...MANPOWER PLANNING Personnel management is productive exploitation of manpower resources. This is also termed as ‘Manpower Management’. Manpower Management is choosing the proper type of people as and when required. It also takes into account the upgrading in existing people. Manpower Management starts with manpower planning. Every manager in an organization is a personnel man, dealing with people. Manpower planning is an important development in human resources management. It has spread rapidly to nearly every size organization in almost every kind of business. The primary function of Manpower planning is to analyze and evaluate the human resources available in the organization, and to determine how to obtain the kinds of manpower needed to staff positions ranging from assembly line workers to chief executives. Smaller companies put Manpower planning in the human resource or manpower department. Some of the largest corporations have established separate departments for this function. Definition of manpower Planning: Planning is nothing but using the available assets for the effective implementation of the production plans. After the preparing the plans, people are grouped together to achieve organizational objectives. Planning is concerned with coordinating, motivating and controlling of the various activities within the organization. Time required for acquiring the material, capital and machinery should be taken into account. Manager has to reasonably predict future...
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...CASE STUDY: MANPOWER PLANNING AND VIRTUAL HUMAN RESOURCE MANAGEMENT Just a few years ago, computer technology offered a revolutionary change in human resource management. Organizations experimented with computerized skills inventories, pay and benefits administration and applicant tracking systems. Today, the revolution continues but is undergoing fundamental changes as computer technology and the Internet grow at unprecedented rates. Human resource management is moving away from a mainframe technology to the world of virtual reality, with the Internet at its core. Although many forces drive this change, one of the most important is the globalization of business. As organizations spread their operations and personnel worldwide, the need for a truly global, integrated human resource information system has reached critical levels. The most obvious answer virtual human resource management on the World Wide Web. A 2006 survey of HR decision makers across 325 major organizations in North America indicates that 9 out of 10 firms use the Web for HR related activities such as benefit enrollment. This is in contrast to survey findings from 1977 which suggested that only 27 percent of surveyed organizations reported using Web for its HR systems. Over past 10 years, the number of U.S companies using Web for its HR system has more than tripled. The most uses of the Internet in manpower planning are in corporate communications, applicant and resume tracking, and benefits and retirement...
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...A) 1.Need for 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. Manpower planning is a two-phased process because manpower planning not only analyses the current human resources but also makes manpower forecasts and thereby draw employment programmes. Manpower planning is advantageous to firm in following manner: 1) Shortages and surpluses can be identified so that quick action can be taken whenever required. 2) All the recruitment and selection programmes are based on manpower planning. 3) It also helps to reduce the labor cost as excess staff can be identified and thereby overstaffing can be avoided. 4) It also helps to identify the available talents in a concern and accordingly training programmes can be chalked out to develop those talents 5) It helps in growth and diversification of business. Through manpower planning, human resources can be readily available and they can be utilized in best manner. 6) It helps the organization to realize the importance of manpower management which ultimately helps in the stability of a concern. Objectives of manpower planning Assessing manpower needs for future & making plans for recruitments & selection. Assessing skill requirement in future. Determining training & development needs of the organisation...
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...1. D 2. A 3. A 4. A 5. C 6. D 7. B 8. C 9. A 10. C 11. D 12. B 13. D 14. A 15. A 16. D 17. D 18. D 19. D 20. B 21. C 22. B 23. B 24. B 25. D 26. A 27. D 28. D 29. C 30. B 31. D 32. C 33. A 34. C 35. B 36. A 37. A 38. D 39. D 40. B 41. D 42. A 43. B 44. C 45. B 46. D 47. A 48. D 49. A 50. D 51. A 52. A 53. C 54. A 55. D 56. B 57. D 58. B 59. A 60. D 61. C 62. D 63. D 64. C 65. D 66. D 67. D 68. D 69. D 70. D 71. D 72. D 73. A 74. D 75. C 76. D 77. D 78. D 79. B 80. D 81. D 82. A 83. D 84. D 85. B 86. B 87. A 88. C 89. D 90. C 91. B 92. A 93. B 94. B 95. A 96. D 97. B 98. B 99. D 100. B 101. A 102. B 103. D 104. A 105. A 106. B 107. D 108. A 109. B 110. D 111. D 112. A 113. D 114. B 115. A 116. A 117. C 118. C 119. D 120. C 121. D 122. D 123. D 124. D 125. C 126. C 127. D 128. C 129. C 130. D 131. A 132. D 133. B 134. D 135. C 136. B 137. C 138. C 139. C 140. A 141. B 142. C 143. B 144. B 145. B 146. D 147. C 148. A 149. D 150. D 151. D 152. B 153. C 154. A 155. D 156. A 157. C 158. D 159. D 160. D 161. D 162. C 163. D 164. D 165. D 166. C 167. B ...
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...Paper III Manpower Planning and Training Response Sheet I 1. What is Human Resource Planning? Identify its objectives and role in human resource management? Definition: HRP is a process which includes forecasting, developing, implementing and controlling by which a firm ensures that it has the right number of people and right kind of people, at the right place, at the right time, doing things for which they are economically most suitable. Its ultimate objective is to effectively use the scare talent in the interests of the labor and the organization. Through HRP, organization ensures that it has the right number and kind of people, at the right place, at the right time, capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives. Objectives: 1. To include various aspects through which an organizational tries to ensure that right people, at right place, and at right time are available. 2. It determines the future needs of manpower in the light of organizational planning and structure. Therefore, it depends heavily on these factors. Determination of manpower needs in advance facilitates these factors management to take up necessary action. 3. To take in account the manpower availability at a future period in the organization. Therefore, it indicates what actions can be taken to make existing manpower suitable for future managerial positions and the gap between needed and available manpower can be fulfilled...
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...TOPIC: ROLE OF HIGHER EDUCATION IN MANPOWER PLANNING AND DEVELOPMENT IN NIGERIA: CASE STUDY OF UNIVERISY OF LAGOS Keyword: Higher Education, Manpower, Planning and Development. Abstract Education is frequently seen as a means to strengthen national capacity, (United Nations Development Programmes (UNDP), 2010). How exactly education contributes to manpower planning in Nigeria and yet high unemployment rate often remains a black box. Hence, there is a strong case to be made that the interplay between higher education and manpower planning and development should be a focus of attention in the policy arena. Conventional thinking suggests that education, and higher education in particular, is a way of meeting the manpower requirements for economic development, (Ojo, 2006). Here, manpower preparation is assumed to be a major means of capacity development. Manpower forecasting and matching is a classical approach to educational planning. The first manpower planning exercise in Nigeria started in 1959 with the appointment of Sir Eric Ashby Commission, (Ojo, 2006). With the worsening unemployment situation and the shortage of high-level manpower, that is the simultaneous occurrence of surplus of unskilled labour and shortage of skilled labour, manpower planning in Nigeria became lacked and wanted, (ibid). The main problems of the education sector in general and Africa in particular among others include poor quality, mismatch between education and the labour market. On quality, high...
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...JOB ANALYSIS PRIME MANPOWER SUBMITTED BY: MACALALAD, MARY JOY C. SATUITO, KENNETH B. Company Profile Manpower Inc. (NYSE: MAN) is a world leader in the employment services industry; creating and delivering services that enable its clients to win in the changing world of work. Celebrating its 60th anniversary in 2008, the $21 billion company offers employers a range of services for the entire employment and business cycle including permanent, temporary and contract recruitment; employee assessment and selection; training; outplacement; outsourcing and consulting. Manpower’s worldwide network of 4,500 offices in 80 countries and territories enables the company to meet the needs of its 400,000 clients per year, including small and medium size enterprises in all industry sectors, as well as the world’s largest multinational corporations. The focus of Manpower’s work is on raising productivity through improved quality, efficiency and cost-reduction across their total workforce, enabling clients to concentrate on their core business activities. Manpower Inc. operates under five brands: Manpower, Manpower Professional, Elan, Jefferson Wells and Right Management. More information on Manpower Inc. is available at www.manpower.com. Address: 14/F Bankmer Building 6756 Ayala Avenue 1226 Makati City, Philippines The Manpower Network: 4,500 offices in 80 countries and territories Manpower and Manpower Professional collectively have 4,100 offices across...
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...Posh Garments Ltd.. Industrial Engineer/ Manager, IE Job Description / Responsibility A Well Reputed 100% Export Oriented Group Sr. Manager/ Manager - Planning (Bottom Division) Job Description / Responsibility * Line loading in Fast React. * Lead a team of Planners. * Target fixing based on capacity factor & efficiency or other parameters. * Monitor & plan Sewing production to meet the shipment requirement of the Company. * To follow up production target of the line wise production plan. * Make Time & Action Plan to have hard look on daily progress report & co-ordinate accordingly. * Monitoring the Daily production Reports with updated figure to know the production at a glance. * Prepare daily problem report & action plan against the problem, take proper step to solve them. * Any other task assigned by management Fakir Fashion Ltd. Sr. Manager (IPE) Job Description / Responsibility * Responsible for planning, developing and implementing allover IE & WS activities in all departments. * Setting IE team and ensuring that the targets are achieved. * Review the current policies and improve plans to improve upon the existing standards. * Setting up and maintaining controls and documentation procedures. * Prepare operation bulletin machine / line layout. * Do method / Motion / Time study in line for each style. * Capacity study of line for setting standards targets and line balancing. * Monitor the...
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...Budgeting as a Key Component in Short and Long- Term Planning Management Budgeting is a process of planning, setting goals and defining the objectives of themanagement that are needed for a given period of time. It is the tool that provides specific direction and achievements for the company. It also controls the business setting, as well as it helps the management to study the financial aspects of the business and challenges of each department, and learn how to solve these problems. Budgeting also focuses on the essential points in evaluating the alternative actions before coming up with final decisions. Similarly, this is also the financial plan to control the future operations and outcome of the business. The financial aspect involves the budget allocation, the number of hours that must be spend in the operations and production, as well as the number of manpower that is needed in order to operate efficiently an effectively the business. Budgeting works also for the systematic and orderly management program that involves the management of the manpower as well as the effective communication process between the management and the workforce in order to promote motivational factors over the employees. (http://en.wikipedia.org/wiki/Long_range_planning) Furthermore, some budget allocation may be short term, like one year or less; it can be intermediate term for two to three years; or a long term budget that might span for three years or beyond. In the case of short-term budgets...
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...might you go about convincing top management that you should be heavily involved in the company's strategic planning process? Stress the potential for bottom-line improvement brought about with the help of HRM in the various areas. Answer 3) The role of a human resource manager is to help the top management to recruit, select, train and develop members for a company. Obviously, human resource planning is concerned with the people’s dimensions in organizations. HRP refers to set of programs, functions, and activities designed and carried out. Therefore, HRP should be heavily involved in the company’s strategic planning process. HRP is the process of forecasting an organization’s future demand for and supply of the right type of people in the right numbers. Only after the planning is done, the company can initiate and plan the recruitment and selection process. The importance of human resource planning a. Analyzing organizational plans and deciding objectives: Analysis of organizational plans and programs helps in forecasting the demand for human resources as it provides the quantum of future work activity. The business plan would be a blueprint of desired objectives. This objective stated in economic terms, would incorporate the growth rate of the company, diversification plans, market opportunities and government policies. b. Analyzing factors for manpower requirements: The HRM should keep in view the future capabilities, knowledge and skills of present employees...
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...Budgeting is a process of planning, setting goals and defining the objectives of the management that are needed for a given period of time. It is the tool that provides specific direction and achievements for the company. It also controls the business setting, as well as it helps the management to study the financial aspects of the business and challenges of each department, and learn how to solve these problems. Budgeting also focuses on the essential points in evaluating the alternative actions before coming up with final decisions. Similarly, this is also the financial plan to control the future operations and outcome of the business. The financial aspect involves the budget allocation, the number of hours that must be spend in the operations and production, as well as the number of manpower that is needed in order to operate efficiently an effectively the business. Budgeting works also for the systematic and orderly management program that involves the management of the manpower as well as the effective communication process between the management and the workforce in order to promote motivational factors over the employees. (http://en.wikipedia.org/wiki/Long_range_planning) Furthermore, some budget allocation may be short term, like one year or less; it can be intermediate term for two to three years; or a long term budget that might span for three years or beyond. In the case of short-term budgets, they provide bigger details and information...
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...tasks and time chasing missing or incomplete information by allowing maintenance, engineering, and finance divisions to easily share information. 2. Wireless deployment makes Air Canada’s operations more effective and efficient, less time consuming since aviation technicians, equipment, and parts are always on the move.Maintenix software offers a complete suite of integrated aviation maintenance modules that cater to a maintenance organization’s full footprint, including maintenance engineering, planning, execution, materials management and business reporting and analytics. Maintenance Engineering & Information Management • Define and maintain all configuration rules and policies to ensure proper maintenance and safety • Document maintenance history to meet regulatory compliance Maintenance Planning • Increase up-time of revenue-generating assets through more efficient service and maintenance planning Maintenance Execution • Drive down maintenance costs by optimizing manpower, facilities and materials resources Materials Management • Reduce gross stock value • Improve response...
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...make the forecast, and validate and implement the results. (Heizer & Render, 2008) A forecast is usually classified by the future time horizon that it covers (Heizer & Render, 2008). According to Heizer & Render (2008) “Time horizons fall into three categories: 1. Short-range forecast: This forecast has a time span of up to 1 year but is generally less than 3 months. It used for planning purchasing, job scheduling, workforce levels, job assignments, and production levels. An example would be placing resource in areas known as “hot spots” that have been identified thru crime analysis. 2. Medium-range forecast: A medium-range, or intermediate, forecast generally spans from 3 months to 3 years. It is useful in sales planning, production planning and budgeting, cash budgeting, and analysis of various operating plans. An example would be the planning of manpower for a new unit and making sure the budget and manpower issues for patrol are covered. 3. Long-range forecast: Generally 3 years or more in time span, long-range forecasts are used in planning for new products, capital expenditures, facility location or expansion, and research and development”. An example would be the purchasing of new patrol vehicles and the auctioning of the now retired patrol...
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...the company. Without experienced manpower there are no completed tasks, or quality customer service. If a company hopes to hire qualified individuals, they must be aggressive, and plan a head in order to know the staffing needs of the organization. This paper will outline an effective and efficient staffing plan for Haircutters Barber Shop, including how to determine the numbers of barbers and beauticians to hire and a recruitment strategy to ensure appropriate candidates are hired. Recruiting in all industries is a numbers game as well as a game of networking and relationships. It is a dynamic and on-going process that must constantly be monitored and evaluated for its strengths and weaknesses (Cowan, 1992). Industry standards estimate that one needs to interview over 20 candidates to hire one employee (Cowan, 1992). Due to attrition and employee failure, a company must recruit at least 30 percent of the total number of existing employees every year to achieve an overall growth of 10 percent (Cowan, 1992). To use this formula as a basis for goal-setting, it is important to analyze the previous years' goals and results. If the goals were met or if they failed to achieve the objectives, it is crucial to examine the factors that came into play, whether they were economic trends or internal issues. This information should provide a solid plan to identify the most successful methods to seek high-quality employees. A successful recruitment planning policy will assist an organization...
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...manager, how might you go about convincing top management that you should be heavily involved in the company's strategic planning process? Stress the potential for bottom-line improvement brought about with the help of HRM in the various areas. The role of a human resource manager is to help the top management to recruit, select, train and develop members for a company. Obviously, human resource planning is concerned with the people’s dimensions in organizations. HRP refers to set of programs, functions, and activities designed and carried out. Therefore, HRP should be heavily involved in the company’s strategic planning process. HRP is the process of forecasting an organization’s future demand for and supply of the right type of people in the right numbers. Only after the planning is done, the company can initiate and plan the recruitment and selection process. The importance of human resource planning a. Analyzing organizational plans and deciding objectives: Analysis of organizational plans and programs helps in forecasting the demand for human resources as it provides the quantum of future work activity. The business plan would be a blueprint of desired objectives. This objective stated in economic terms, would incorporate the growth rate of the company, diversification plans, market opportunities and government policies. b. Analyzing factors for manpower requirements: The HRM should keep in view the future capabilities, knowledge and skills of present employees. The...
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