Dear all, Suggestions/advice are welcomed for the question:
What is manpower planning and how can we plan for it? I believe that my seniors in citehr can give a better answer for this.
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Manish
From India, Delhi
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12What is manpower planning and how can we plan for it? I believe that my seniors in citehr can give a better answer for this.
Regards,
Manish
From India, Delhi
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Hi! Manpower planning depends on your company's budget, available seats, the type of project, and the experience required from an employee who can fulfill the necessary tasks. I am also in search of how to calculate this.
Regards,
Jennifer Isaac
From India, Mumbai
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Regards,
Jennifer Isaac
From India, Mumbai
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Objective of Manpower Planning
The objective of manpower planning is to determine the positions that need to be filled and the associated costs for any financial year or long-term period. This includes identifying the required recruitment resources, selecting operation panel members for interviews, specifying locations, designating concerned persons for each position, drafting job descriptions, and ensuring compliance with the recruitment process.
Evaluation
The manpower required for any financial year is calculated as follows: last year's carried forward positions + predicted attrition for the previous year + new positions according to the business plan for the current year, after consultation with line managers and operation managers.
Budgeting
Budgeting can be done in various ways depending on the company's requirements (types and nature of the requirement). One approach is as follows: Let's assume we need to budget for a 100 Crore company with 200 employees. Last year's carry forward positions are 20. The attrition rate last year was 10%, meaning 25 employees may leave the company. Additionally, we plan to grow by 20% this year. Assuming the same current productivity, which is 50 lakhs per employee, we require 40 new positions.
Therefore, the total requirement for this year is 20 + 25 + 40 = 85 positions.
Assuming 45 positions can be sourced from walk-ins (without paper ads incurring external costs), 25 from campus recruitment (last year's per campus recruitment cost was 5000 Rs. per student), and 15 from lateral hiring (last year's lateral hiring cost was 100,000 Rs.), the total recruitment cost would be 0 + 75,000 + 1,500,000 = 1,575,000 Rs.
The total cost includes stationery costs, operational manager time costs, recruiters' costs, bad recruitment costs, and other resources like communication costs, traveling costs, and staying costs. The required data would be available with the accounts department. It should be calculated on a monthly, quarterly, half-yearly, or yearly basis.
There are other ways of doing this; please find out and let me know. My email address is [Email Removed For Privacy Reasons].
Regards,
Sourabh Tiwari
From India, Mumbai
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The objective of manpower planning is to determine the positions that need to be filled and the associated costs for any financial year or long-term period. This includes identifying the required recruitment resources, selecting operation panel members for interviews, specifying locations, designating concerned persons for each position, drafting job descriptions, and ensuring compliance with the recruitment process.
Evaluation
The manpower required for any financial year is calculated as follows: last year's carried forward positions + predicted attrition for the previous year + new positions according to the business plan for the current year, after consultation with line managers and operation managers.
Budgeting
Budgeting can be done in various ways depending on the company's requirements (types and nature of the requirement). One approach is as follows: Let's assume we need to budget for a 100 Crore company with 200 employees. Last year's carry forward positions are 20. The attrition rate last year was 10%, meaning 25 employees may leave the company. Additionally, we plan to grow by 20% this year. Assuming the same current productivity, which is 50 lakhs per employee, we require 40 new positions.
Therefore, the total requirement for this year is 20 + 25 + 40 = 85 positions.
Assuming 45 positions can be sourced from walk-ins (without paper ads incurring external costs), 25 from campus recruitment (last year's per campus recruitment cost was 5000 Rs. per student), and 15 from lateral hiring (last year's lateral hiring cost was 100,000 Rs.), the total recruitment cost would be 0 + 75,000 + 1,500,000 = 1,575,000 Rs.
The total cost includes stationery costs, operational manager time costs, recruiters' costs, bad recruitment costs, and other resources like communication costs, traveling costs, and staying costs. The required data would be available with the accounts department. It should be calculated on a monthly, quarterly, half-yearly, or yearly basis.
There are other ways of doing this; please find out and let me know. My email address is [Email Removed For Privacy Reasons].
Regards,
Sourabh Tiwari
From India, Mumbai
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