Manpower Planning
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Evaluation Pattern:
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Internal Assessment: 50 marks
Attendance: 10 marks
Presentation: 40 marks
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Written Final Exam: 50 marks
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Total: 100 marks
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What is Manpower?
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DEFINATION:
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The first function, which determines the
organizational blueprint towards its larger
goals, is Manpower Planning or
interchangeably Human Resources
Planning. This is the key to getting the
right people for the right jobs and hence it
is extremely important.
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DEFINATION:

Manpower Planning is “the process by which a
management determines how an organization
should move from its current manpower position
to its desired manpower position. Through
planning, a management strives to have the right
number and the right kinds of people at the right
places, at the right time, to do things which
result in both the organization and the individual
receiving the maximum long-range benefit.” Velter Eric W.
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DEFINATION:
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“The process of determining manpower
requirements & the means for meeting
those requirements in order to carry out
the integrated plan of the organization.” -Coleman
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DEFINATION:
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“ Human resource planning includes the
estimation of how many qualified people
are necessary to carry out the assigned
activities, how many people will be
available, and what if anything must be
done to ensure that personnel supply
equals personnel demand at the
appropriate point in the future” – Leap
and Crion.
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Following features of HRP may be identified
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HRP is a process which includes various aspects through
which an organization tries to ensure that right people, at
right place , and at right time are available.
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It involves determination of future needs of manpower in
the light of organizational planning and structure.
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It also takes into account the manpower availability at a
future period in the organisation.
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Importance of Human Resource Planning
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HRP is of primacy nature and, therefore ,it precedes all
other HRM functions.
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HRP contributes in the following ways:
1)Defining future personnel need.
2)Coping with changes.
3)Providing base for developing talent.
4)Increasing investment in human resources.
5)Forcing the management to involve in HRM.
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Who’s responsibility is it ?
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HRP is a shared task between the Top Management , Line
Managers and HR department.
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Top Management approves various plans of the
Organisation as a whole.( financial plan & HR plan)
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Line Managers or Functional Managers. (to whom the
people report and their effective utilization)
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HR department. (coordinative functions and procedural
activities which ultimately result in HR plan)
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HR’s responsibility
1) To assist, counsel and pressurise the Top
management to plan and establish objectives.
2)To collect and summarize data with the long term
objective of total business plan.
3)To monitor and measure performance against the
plan and keep the top management informed
about it; and
4)To provide research necessary for effective
manpower and organisational planning.
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Objectives of HRP:
(a) Obtains and retains the quality and quantity ,of
Human Resource it needs at the right time and
right place
(b) Makes optimal utilization of these resources.
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Strategic Corporate Planning
Statement of purpose and direction
Corporate Vision
Long-term strategic plans
Short –term plans
Action plans
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Human Resource Planning Process
Forecasting
 Inventorying
 Anticipating
 Planning
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Human Resource Planning
Organisational Objectives
Human Resource Planning
Forecasting supply of human
resources
Forecasting needs for
Human Resources
Identification of human
resource gap
Surplus Human
Resources
Shortage of human
resources
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Action plans of bridging
Human Resource Planning
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Organizational Objectives , Plans and Policies
 It gives directions
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Human Resource Planning

Human Resource Planning.
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Human Resource Planning
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Identification of Human Resource Gap
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Human Resource Planning
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Action Plans
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Benefits of HRP
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Manpower planning ensures optimum use of
available human resource.
It is useful both for organization and nation.
It generates facilities to educate people in the
organization.
It boosts the geographical mobility of labor.
It provides smooth working even after expansion
of the organization.
It creates healthy atmosphere of encouragement
and motivation in the organization.
Training becomes effective.
It provides help for career development of the
employees.
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Ignoring HRP in an Organisation
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The penalties for not being correctly staffed are
costly.
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Understaffing loses the business economies of
scale and specialization.
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Overstaffing is wasteful and expensive.
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Planning staff levels requires that an assessment
of present and future needs of the organisation
be compared with present resources and future
predicted resources.
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