Manpower Planning and Resourcing

Vocabulary flashcards covering core definitions, processes, characteristics, objectives, importance, reasons for interest, and problems in Manpower Planning and Resourcing (BHR202).

Manpower Planning

The process of determining the number and kind of HR required to achieve organizational objectives, ensuring the right men in the right job at the right time and place.

Manpower Planning (B. Geisler Definition)

Refers to the process (including forecasting, developing, implementing, and controlling) by which a firm ensures that it has the right number of people and the right kind of time for things for which they are economically useful.

Manpower Planning (Dale Yoder Definition)

The process by which a firm ensures that it has the right number of people and the right kind of people at the right places and at the right time, doing things in the organization.

Manpower Planning (Dale S. Beach Definition)

A process of determining and assuring that the organization will have an adequate number of qualified persons available at the proper time performing jobs which meets the needs of enterprise and which provide satisfaction for individuals involved.

Manpower Planning (Stainer Definition)

A strategy for acquisition, utilization, improvement and preservation of an enterprise HRs, relating to establishing job specifications, determining the number of personnel required, and developing sources of manpower supply.

Demand Forecast

The process of estimation of future resource requirement of employees.

Supply Forecasting

The estimation of the supply of human resources.

Process of Manpower Planning

A five-step procedure: 1. Deciding goals and objectives, 2. Estimating future organizational structure and manpower requirement, 3. Manpower audits, 4. Job analysis, and 5. Developing a human resource plan.

Characteristics of Manpower Planning

It is forward-looking/future-oriented, an ongoing process, part of corporate planning, aims for optimum utilization of present and future workers, covers quantitative and qualitative aspects, ensures effective resource utilization, and relates to short- or long-term economic trends.

Objectives of Manpower Planning

Includes recruiting/retaining required quality and quantity of people, ensuring optimum use of current employees, meeting expansion needs, foreseeing and minimizing turnover, improving standards and skills, forecasting tech impact, assessing surplus/shortage, and providing right-type HR at the right time.

Labour Turnover

The change in workforce during a particular period.

Needs and Importance of Manpower Planning

Provides scope for advancement through training and development, checks the corporate plan, enables studying the impact of labour turnover, and helps identify areas of personnel surplus or shortage.

Reasons for Current Interest in Manpower Planning

Driven by changes in production techniques/marketing methods, acute skill shortages, cyclical fluctuations and administrative discontinuities, government controls and legislative changes, and pressure groups such as unions, politicians, and land-displaced persons.

Problems in Manpower Planning

Inaccuracy in preparing long/large manpower plans accurately, employer and employee resistance, underdeveloped HR information systems, and being a time-consuming and expensive exercise.