Hello HR Family,
Just wanted to understand the process that happens during manpower planning. Can someone please explain the process?
1. How do we determine the number of manpower required? Right from the requisition from the Operations Manager until the start of the recruitment process.
2. Are there budgetary constraints for the recruitment of new hires? If we are recruiting for the Operations department, who will bear the expenses – operations or HR budget?
3. Can we ask operations to partly bear the expenses of new hires? Are there any specific percentages of costs associated with new hires that should be borne by the operations department?
4. Are there any templates associated with manpower planning?
5. Are there any specific tools involved?
Hoping for guidance from all of you.
From India, Mumbai
Acknowledge(0)
Amend(0)
1Just wanted to understand the process that happens during manpower planning. Can someone please explain the process?
1. How do we determine the number of manpower required? Right from the requisition from the Operations Manager until the start of the recruitment process.
2. Are there budgetary constraints for the recruitment of new hires? If we are recruiting for the Operations department, who will bear the expenses – operations or HR budget?
3. Can we ask operations to partly bear the expenses of new hires? Are there any specific percentages of costs associated with new hires that should be borne by the operations department?
4. Are there any templates associated with manpower planning?
5. Are there any specific tools involved?
Hoping for guidance from all of you.
From India, Mumbai
Acknowledge(0)Amend(0)
Hi there,
When determining the number of manpower required, right from the requisition from the Operations Manager until the start of the recruitment process, there are several factors to consider when working on planning the manpower of an organization.
1. Available resources - Why do I need to plan to recruit someone to fill a position when there are resources within the company that can do the job?
2. What value do you want the new recruit to add?
3. Why do you require the position you want to hire?
4. What is their job description and personal specification?
5. What are the budget constraints - Do I have enough in the budget to open a position, pay a 12-month salary, and train them?
6. What do you want the new recruit to achieve? i.e., What are their upcoming objectives and KPIs?
7. Who will they report to?
8. Keep in mind that in the first 6 months, the employee is learning the job and getting used to the environment.
9. After determining the above factors, you need to fill in the Manpower request form (assuming you have a process for this) that will kick off the recruitment process, with all the above questions addressed for approval.
Are there budgetary constraints for the recruitment of a new hire? If we are recruiting for the Operations department, who will bear the expenses - Operations or the HR budget?
Depending on your organization's method of budgeting and size, they can be grouped into two types that I know of:
1. Manpower planning and budgeting are centralized in HR.
2. Budgets are allocated to each department in the organization to include recruitment, training and development, stationery, equipment purchase, petty cash, etc.
Can we ask Operations to partly bear the expenses of a new hire? Are there any specific percentages of costs associated with a new hire to be borne by the Operations department? Refer to the above answer.
Are there any templates associated with Manpower planning? You need the following documents when planning manpower:
- Job Description and personal specification
- Career planning document (once we recruit this person, what happens to this person after 3 years, what position will they hold?)
- In what areas will the organization train this person?
- Budget constraints (do we have the money for it?)
- List of objectives and KPIs to be achieved
- Manpower planning form
From Oman, Muscat
Acknowledge(0)Amend(0)
When determining the number of manpower required, right from the requisition from the Operations Manager until the start of the recruitment process, there are several factors to consider when working on planning the manpower of an organization.
1. Available resources - Why do I need to plan to recruit someone to fill a position when there are resources within the company that can do the job?
2. What value do you want the new recruit to add?
3. Why do you require the position you want to hire?
4. What is their job description and personal specification?
5. What are the budget constraints - Do I have enough in the budget to open a position, pay a 12-month salary, and train them?
6. What do you want the new recruit to achieve? i.e., What are their upcoming objectives and KPIs?
7. Who will they report to?
8. Keep in mind that in the first 6 months, the employee is learning the job and getting used to the environment.
9. After determining the above factors, you need to fill in the Manpower request form (assuming you have a process for this) that will kick off the recruitment process, with all the above questions addressed for approval.
Are there budgetary constraints for the recruitment of a new hire? If we are recruiting for the Operations department, who will bear the expenses - Operations or the HR budget?
Depending on your organization's method of budgeting and size, they can be grouped into two types that I know of:
1. Manpower planning and budgeting are centralized in HR.
2. Budgets are allocated to each department in the organization to include recruitment, training and development, stationery, equipment purchase, petty cash, etc.
Can we ask Operations to partly bear the expenses of a new hire? Are there any specific percentages of costs associated with a new hire to be borne by the Operations department? Refer to the above answer.
Are there any templates associated with Manpower planning? You need the following documents when planning manpower:
- Job Description and personal specification
- Career planning document (once we recruit this person, what happens to this person after 3 years, what position will they hold?)
- In what areas will the organization train this person?
- Budget constraints (do we have the money for it?)
- List of objectives and KPIs to be achieved
- Manpower planning form
From Oman, Muscat
Acknowledge(0)Amend(0)
Recruitment is the process that identifies as well as hires the best-qualified candidates from within or outside of an organization for job vacancies, in a most timely and cost effective manner. Recruitment involves the activity that links the job seekers with employment providers. Recruitment is also a process of finding and attracting capable applicants for employment. The process starts with seeking of new recruits and ends when their applications are submitted. The objective is to have a pool of applications from which most suitable employees are selected. Recruitment is an organisational function that precedes the selection. It helps in creating a wide pool of prospective employees for the organisation to facilitate the selection of the right candidates for the right jobs from this pool.
Manpower planning is also known as human resources planning, and it is the process that management uses to determine the manner in which an organization should move from point A to point B, in terms of manpower. Manpower planning is a set of strategies and the process of manpower that plans itself. An effective human resources plan will provide various mechanisms designed to get rid of talent gaps, which may exist between the organization’s supply of labor and its demand for the same. It is a highly dynamic process by nature, and it requires regular adjustments, as the conditions in the labor market keep changing.
Seven Consultancy is one of the top manpower consultant and is specialized in the services like Manpower recruitment, Campus placement, HR Process Outsourcing, HR Policy Implementation, Background Verification and Internship
website: https://www.7consultancy.in/
From India, Mumbai
Acknowledge(0)Amend(0)
Manpower planning is also known as human resources planning, and it is the process that management uses to determine the manner in which an organization should move from point A to point B, in terms of manpower. Manpower planning is a set of strategies and the process of manpower that plans itself. An effective human resources plan will provide various mechanisms designed to get rid of talent gaps, which may exist between the organization’s supply of labor and its demand for the same. It is a highly dynamic process by nature, and it requires regular adjustments, as the conditions in the labor market keep changing.
Seven Consultancy is one of the top manpower consultant and is specialized in the services like Manpower recruitment, Campus placement, HR Process Outsourcing, HR Policy Implementation, Background Verification and Internship
website: https://www.7consultancy.in/
From India, Mumbai
Acknowledge(0)Amend(0)
According to Gorden MacBeath, manpower planning involves two stages. The first stage is concerned with the detailed “planning of manpower requirements for all types and levels of employees throughout the period of the plan,” and the second stage is concerned with “planning of manpower supplies to provide the organization with the right types of people from all sources to meet the planned requirements.”
Process of Manpower Planning:
The planning process is one of the most crucial, complex and continuing managerial functions which, according to the Tata Electrical Locomotive Company, “embraces organization development, managerial development, career planning and succession planning.” The process has gained importance in India with the increase in the size of business enterprises, complex production technology, and the adoption of professional management technique.
It may be rightly regarded as a multi-step process, including various issues, such as:
(A) Deciding goals or objectives
(B) Auditing of the internal resources
(C) Formulation of the recruitment plan
(D) Estimating future organizational structure and manpower requirements
(E) Developing a human resource plan
From India, Chennai
Acknowledge(0)Amend(0)
Process of Manpower Planning:
The planning process is one of the most crucial, complex and continuing managerial functions which, according to the Tata Electrical Locomotive Company, “embraces organization development, managerial development, career planning and succession planning.” The process has gained importance in India with the increase in the size of business enterprises, complex production technology, and the adoption of professional management technique.
It may be rightly regarded as a multi-step process, including various issues, such as:
(A) Deciding goals or objectives
(B) Auditing of the internal resources
(C) Formulation of the recruitment plan
(D) Estimating future organizational structure and manpower requirements
(E) Developing a human resource plan
From India, Chennai
Acknowledge(0)Amend(0)
Hi all,
Some of the planning before releasing a job description involves:
1. Comparing available resources to see if an existing employee can already perform this role or be assimilated within this position.
2. What value can a new recruit add to this role or the company?
3. How does the job position fit into the organizational schema of roles?
4. Creating the job description and specifying the required candidate qualifications.
5. Listing budgetary limitations, including training and onboarding costs.
6. What will be the objectives and Key Performance Indicators of the new recruit?
7. Onboarding a new employee takes time, and it may take up to 6 months to be fully productive at optimum levels. Factor these in when making the choice to hire.
All these decisions are taken into consideration when hiring a third-party recruitment firm that will find the right candidate for the company.
One such staffing firm is Prathigna.com, which undertakes recruitment drives either on your company premises or at their offices. To learn more, visit [Top Staffing Solutions | Recruitment agencies | Prathigna.com](http://www.prathigna.com/) to see how this agency can be of service to you!
From India, Bengaluru
Acknowledge(0)Amend(0)
Some of the planning before releasing a job description involves:
1. Comparing available resources to see if an existing employee can already perform this role or be assimilated within this position.
2. What value can a new recruit add to this role or the company?
3. How does the job position fit into the organizational schema of roles?
4. Creating the job description and specifying the required candidate qualifications.
5. Listing budgetary limitations, including training and onboarding costs.
6. What will be the objectives and Key Performance Indicators of the new recruit?
7. Onboarding a new employee takes time, and it may take up to 6 months to be fully productive at optimum levels. Factor these in when making the choice to hire.
All these decisions are taken into consideration when hiring a third-party recruitment firm that will find the right candidate for the company.
One such staffing firm is Prathigna.com, which undertakes recruitment drives either on your company premises or at their offices. To learn more, visit [Top Staffing Solutions | Recruitment agencies | Prathigna.com](http://www.prathigna.com/) to see how this agency can be of service to you!
From India, Bengaluru
Acknowledge(0)Amend(0)
I am an HR and Admin Executive. (Nikhil Mane, HR)
Greetings Sir/Madam,
I am working in a small company as an HR & Admin Executive. I want your suggestions on my tasks where I am working on multiple tasks like Office Administration & HR.
For example, in my HR role, I:
- Co-coordinate in recruitment and selection matters
- Am responsible for complete onboarding
Thank you for your assistance.
From India, Pune
Acknowledge(0)Amend(0)
Greetings Sir/Madam,
I am working in a small company as an HR & Admin Executive. I want your suggestions on my tasks where I am working on multiple tasks like Office Administration & HR.
For example, in my HR role, I:
- Co-coordinate in recruitment and selection matters
- Am responsible for complete onboarding
Thank you for your assistance.
From India, Pune
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.