1. MAN POWER PLANNING

2. CONCEPT

“MANPOWER PLANNING is the process
including forecasting, developing,
implementing and controlling, by which a
firm ensures that it has the right number of
people and the right kind of people at the
right place, at the right time doing things for
which they are economically most suitable.”

3. IMPORTANCE








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Defining future personnel needs
Coping with changes.
Creating highly talented personnel
Protection of weaker sections
International strategies
Foundation for personnel functions
Increasing investments in human resources
Resistance to change and move
Forcing top mgt to involve in HRM

4. Responsibility of Human
Resource Planning

5. HUMAN RESOURCE PLANNING
PROCESS

FORECASTING future manpower requirements, either in
terms of mathematical projections of trends in the economy
or judgemental estimates based on specific future plans of
the company.

INVENTORYING present manpower resources & analyzing
the degree to which these resources are employed optimally.

ANTICIPATING MP problems by projecting present
resources into the future & comparing them with the
forecast of the requirements.

PLANNING the necessary programs of recruitment,
selection, training, deployment, utilization, transfer,
promotion, development, motivation & compensation to
meet future MP requirements.

6. STEPS IN HRP
Organizational
objectives, plans
and policies
Human resource planning
Identification of human resource
gap
Action plans

7. FORECASTING NEEDS OF
HUMAN RESOURCE

8. Techniques for forecasting
human resource needs
Management judgement method
Delphi technique
Work study technique
Ratio-trend analysis
Statistical and mathematical models

9. FORECASTING OF HUMAN
RESOUCE SUPPLY

10. Human Resource flow
model
HUMAN
RESOURCE INVENTORY
SKILLS INVENTORY
MANAGEMENT INVENTORY

11. BARRIERS TO EFFECTIVE
HUMAN RESOURCE PLANNING
IMPROPER
LINKAGE BETWEEN HRP
AND CORPORATE STRATEGY
INADEQUATE APPRECIATION OF HRP
RIGIDITY IN ATTITUDES
ENVIRONMENTAL UNCERTAINTY
CONFLICT BETWEEN LONG-TERM AND
SHORT-TERM HRP
INAPPROPRIATE HR INFORMATION
SYSTEM

12. REFERENCES
Personnel
management - L.M.PRASAD
personnel mgt & HR mgt – Dr. K ASHWATHAPPA
Personnel management – C.B. MEMORIA & S.V.
GANKAR

13. THANK YOU
Contact me at
preethika_suvarna@rediffmail.com