I am doing manpower planning for a department. I have read articles, books, and understood the theoretical approach to do it, but I face problems in practically applying it. Can you suggest some practical ways for planning the manpower?
From India, Madras
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1From India, Madras
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Hi, That’s very true again it depends on what type of Manpower your organization is looking at.
From India, Mumbai
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From India, Mumbai
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Dear Sanjeevi,
It's very simple. Set up a meeting with department heads or line managers and discuss their requirements in detail, such as position/designation, job details, qualifications, grades, time limit, temporary or permanent status, and salary, etc.
Hope this will help you take initiative.
Wishing you all the luck.
Best regards,
Shakeel
From Saudi Arabia, Riyadh
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It's very simple. Set up a meeting with department heads or line managers and discuss their requirements in detail, such as position/designation, job details, qualifications, grades, time limit, temporary or permanent status, and salary, etc.
Hope this will help you take initiative.
Wishing you all the luck.
Best regards,
Shakeel
From Saudi Arabia, Riyadh
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Dear Sanjeevi,
You can adopt function-wise analysis to determine how much manpower each function requires. For example, finance, marketing, maintenance, or packaging.
Then conduct role-wise analysis in each function to understand how many roles are necessary to perform each function. A function is carried out through various roles such as Finance Manager, Finance Officer, Finance Executive, and Accounts Clerk/Assistant.
Next, identify the gap between the required number of roles and the current workforce manning those roles.
Additionally, factor in the number of employees likely to retire within a year.
Consider the additional manpower needed both role-wise and function-wise, taking into account any business expansion plans and the timeframe in which they are required.
Take into consideration any modernization plans that may reduce manual processes.
These are broad guidelines that can assist in manpower planning.
B. Saikumar HR & Labour Law Advisor Mumbai
From India, Mumbai
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You can adopt function-wise analysis to determine how much manpower each function requires. For example, finance, marketing, maintenance, or packaging.
Then conduct role-wise analysis in each function to understand how many roles are necessary to perform each function. A function is carried out through various roles such as Finance Manager, Finance Officer, Finance Executive, and Accounts Clerk/Assistant.
Next, identify the gap between the required number of roles and the current workforce manning those roles.
Additionally, factor in the number of employees likely to retire within a year.
Consider the additional manpower needed both role-wise and function-wise, taking into account any business expansion plans and the timeframe in which they are required.
Take into consideration any modernization plans that may reduce manual processes.
These are broad guidelines that can assist in manpower planning.
B. Saikumar HR & Labour Law Advisor Mumbai
From India, Mumbai
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Dear Sir,
For manpower planning, you have to conduct a time-motion study on the job. This will enable you to determine the actual manpower requirements for each section, or you can obtain this information from the production department. Subsequently, you need to plan for the manpower accordingly.
D. Gurumurthy HR/IR Consultant
From India, Hyderabad
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For manpower planning, you have to conduct a time-motion study on the job. This will enable you to determine the actual manpower requirements for each section, or you can obtain this information from the production department. Subsequently, you need to plan for the manpower accordingly.
D. Gurumurthy HR/IR Consultant
From India, Hyderabad
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Hello Seniors,
All the suggestions are quite relevant. I also want to know about the complete processes of manpower planning. Therefore, I am requesting all members to please provide some more suggestions on this particular topic.
Looking forward to the replies. :-)
Regards, Shweta Singh
From India, Hyderabad
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All the suggestions are quite relevant. I also want to know about the complete processes of manpower planning. Therefore, I am requesting all members to please provide some more suggestions on this particular topic.
Looking forward to the replies. :-)
Regards, Shweta Singh
From India, Hyderabad
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dear it depends upon which level u faces .Become a labour to understand labour issue metanlity,thougts,needs .
From India, Velluru
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From India, Velluru
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Thank you for all your inputs!
Mr. Sai Kumar and Shakeel, I do agree that meeting with the department heads and analyzing the manpower will get the job done. However, is that the right way? Because I have a feeling that, "Will the HOD mind increasing the cost of unnecessary manpower or not?"
Thanks,
S. Sanjeevi
From India, Madras
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Mr. Sai Kumar and Shakeel, I do agree that meeting with the department heads and analyzing the manpower will get the job done. However, is that the right way? Because I have a feeling that, "Will the HOD mind increasing the cost of unnecessary manpower or not?"
Thanks,
S. Sanjeevi
From India, Madras
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Dear Sanjeevi,
Every department has its own budget, and the professional department heads do not exceed their budget. At the end of the day, they need to demonstrate their profits and contributions to the management.
Thanks,
Shakeel
From Saudi Arabia, Riyadh
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Every department has its own budget, and the professional department heads do not exceed their budget. At the end of the day, they need to demonstrate their profits and contributions to the management.
Thanks,
Shakeel
From Saudi Arabia, Riyadh
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Dear Sanjeevi,
Manpower planning does not mean merely increasing manpower, but also planning how to deploy the existing manpower to secure optimum utilization of resources, thereby reducing the need to recruit more manpower. It involves planning how to effectively utilize existing skills and how to eliminate redundant jobs, among other considerations. Through this approach, you can control the costs associated with recruiting manpower.
B. Saikumar
HR & Labour Law Advisor
Mumbai
From India, Mumbai
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Manpower planning does not mean merely increasing manpower, but also planning how to deploy the existing manpower to secure optimum utilization of resources, thereby reducing the need to recruit more manpower. It involves planning how to effectively utilize existing skills and how to eliminate redundant jobs, among other considerations. Through this approach, you can control the costs associated with recruiting manpower.
B. Saikumar
HR & Labour Law Advisor
Mumbai
From India, Mumbai
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