Manpower
anning
&
Job Analysis
TeamMizul Das
Prachitosh
Priyatosh
Shaswat Mishra
Soumya Ranjan
Sahoo
Sonali
Contents
• Concepts
• Objectives
• Characteristics
• Importance
• Types of manpower planning
• Process
• Example
• Factors affecting manpower
planning
• Advantages
• Job
analysis
• Job
description
• Exampl
e
• Job
specification
• Types of job analysis
• Job analysis program and its uses
• Methods of collecting job analysis
information
MANPOWE
R
PLANNING
Meaning
Manpower planning is the process which includes forecasting, developing and
controlling by which a firm ensures that it has: The right number of people.
 The right kind of people
 At right place
 At right time.
Manpower planning is also known as personnel planning or human resource
planning.
Concept
Manpower planning involves two
stages:
 planning of manpower
requirements
 planning of manpower supplies
Objectives

To utilize the present employees fully.

To fill up future manpower requirements.

To check the development of the employees for organizational
growth.

To achieve organizational goals in an efficient way.

To manage and utilize resources properly and effectively.
Characteristics
 Future oriented.
 Continuous process
 Optimum utilization of human
resources
 Right kinds and numbers
 Determination of demand and supply
 Environmental influence
Importance
 The first step towards manpower management.
 Using available assets for the implementation of
the
business plans.
 Coordinates and controls various activities in the
organization.
 Efficient utilization & skilled labour.
 Higher productivity.
Types of manpower planning
Types of manpower planning can be
distinguished:

On the basis of the level at which it is
done.

On the basis of the period for which it is
Manpowe
done.
r
Plannin
g
On the basis
of level
Macro-level
(national
level)
Micro-level
(industrial
unit level)
On period
basis
Shor
t
perio
Mediu
m
period
Long
period
Types of manpower planning (contd.)
Level based manpower planning :
 National level (macro level)
•
•
central government plans for human resources for the entire nation.
It anticipates the demand for and supply of human requirements at national level.
e.g. Government sectors
 Industrial level (micro
level)
• In this level, planning is done to suit manpower needs of a particular industry.
e.g. engineering, heavy industries, paper industries, public utility, textile/chemical
industries
Types of manpower planning (Contd.)
Period based manpower planning :
Short term
• Prepared for a period of 1 year
• This types of plans are made as a part of 5 years plans at national
level.
• Useful at company level.
Medium term
• Made for 2 to 5 years
• Prepared as a financial planning at national level
• For employment opportunities and training and development of
employees.
Long term
• Made for 10 to 15 years.
• Estimates man power needs of a nation
• Rises educational and training
Process
Demand
forecasting
Supply
forecasting
Existing
inventory
Analysis of the corporate and unit level
strategies
Recruitme
nt &
selection
Redeployme
nt
Redundancy
/
Estimating
net
manpower
requirement
Example
Manpower planning
of
Infosys :
•Strategy planning,
•Employee search,
•Screening through
Interviews,
•Evaluation about a person
Manpower planning of
McDonalds :
• Outsourcing the demand to local recruitment
agencies.
• Each position has a job description outline.
• Career fairs.
• Local job centres.
• Offers online applications for the applicants to
manage
the labour supply for its outlets.
Factors affecting manpower planning
Product mix :
• Optimum productive capacity and sales forecast
• Optimum utilization of human and material resources
Performance mix :
• Depends upon the working conditions, bonus schemes, suitable incentive plan, training
program, motivation etc.
• Motivation directly proportional to performance rate and inversely proportional to the labour
capacity
Hour lost :
• If productive man hours lost are less, there available productive hours will be more and less
manpower will be needed.
Advantages
 Manpower planning ensures optimum use of available human
resources.
 It is useful both for organization and nation.
 It generates facilities to educate people in the organization.
 It brings about fast economic developments.
 It boosts the geographical mobility of labor.
JOB
ANALYSIS
&
DESCRI
P TION
Job analysis
• It is the first step in job evaluation and
requires investigation of each job skills
and
personal attributes required to
perform the job satisfactorily.
• Determination of duties and positions
and characteristics of the people to hire
for the company.
Job description
Job description indicates what all a job
involves.
It includes:
 Job title
 Job location
 Job summary
 Working condition
 Reporting to
 Job duties
 Machines to be used
 Hazards
Example for nursing
superintendent
• She will be responsible and overall In-charge
of Nursing Services in a hospital or
specialized centres irrespective of the number
of beds.
• She will carry out regular rounds of the hospital.
• She will ensure safe and efficient care
rendered to patients in various wards etc.
• She will prepare budgets for nursing services.
• She will be a member of various condemnation
boards for linen and other hospital stores.
• She will be responsible for counselling and
Job specification
Refers to what kind of people to hire for the
job
Personal characteristics
Physical
characteristics
Mental
Types of Job analysis
Task
based :
Tas
k
Dut
y
Responsibil
ity
Competency based :
Individual capabilities that can be linked to enhanced performance by individuals or
teams.
Technical
competencies
Behavioral
competencies
Job analysis program and its uses
 Recruitment and
replacement
 Better utilization of workers
 Job restructuring
 Vocational Counselling
 Training
 Performance evaluation
 Occupational safety
Methods of collecting Job analysis
information
 Interview
 Questionnaires
 Observation
 Participant Diary/Logs
 Quantitative Job Analysis
Techniques
 Using Multiple Sources of
Information