MAN POWER PLANNING What is the meaning of man power development? This involves an accurate determination of the present and future man power needs of the enterprise. Also the assessment of the right kind of organization structure both present and projected which determines the number and kinds of managers and workers required, is called for.     ELEMENTS OF MAN POWER PLANNING:     1. Present Man Power Position Analysis: An assessment and evaluation of present man power position is the first step in the process which involves  data collection pertaining to name, age, educational qualification, training experience, specialized skills of the employees. This is done with the help of a man power inventory chart.   2. Man Power Inventory Chart: a) An overview of the present staffing situation of the company is known b) Prospective persons for promotion can be identified c) Future internal supply of human resource can be found out d) Lack of performance is pin pointed and either people can be replaced or trained suitably e) People on the verge of retirement are identified and plans are made to recruit suitable people to replace them f) People whose promotion is overdue but not implemented due  to internal politics can be identified and justice can be done by the management.     Pic Courtesy: SuccessFactors   3. Job Evaluation and Job Analysis: Job evaluation is a process to rate a job in the order of hierarchy and laying down specifications needed to carry out that job. This would high light the following information a) The nature of work done by the work force b) The method employed by them to do it c) The skills, education and training required to do it d) How a particular job is related to other jobs e) What are the physical environmental conditions to accomplish the task effectively After careful analysis a neat job description can be prepared for each job which would cover the following details.   4. Job Description: a) Name or title of the job b) Nature of duties and operations to be performed c) Authority, responsibilities and accountability d) Necessary qualification i.e., education, skills, training, experience etc.     Pic Courtesy: Indiamart   5. Assessment of Long term and Short term Goals: The goals whether short term or long term is decided by the market demand, and sales forecasts. Determining these goals gives the company a clear picture as to where it is headed for in the future and the kind of man power requirement to satisfy the enterprise objectives.   6. Demand of Supply of Personnel: The demand for Labor is very high as we all know and it is  inevitable for the organization to keep track in terms of man power inventory and requirement of present and future. You cannot hire any X, Y OR Z for a particular job. Inter departmental transfers can provide a temporary solution if a void is created for a specific position but it will not work out in the long run.   “The ultimate objective of man power planning is to fill the demand and supply...

Definitions of Human Resource Management:  1. “A series of integrated decisions that govern employer-employee relations. Their quality contributes to the ability of organisations and employees to achieve their objectives.” (Milkovich & Boudreau, 1997). 2. “Concerned with the people dimension to management. Since every organisation comprises people, acquiring their services, developing their skills, motivating them to higher levels of performance and ensuring that they continue at the same level of commitment to the organisation are essential to achieving organisational goal. This is true, regardless of the type of organisation: viz. government, business, education, health, recreation, or social action.” (Decenzo & Robbins, 1989). 3.”The planning, organising directing and controlling of the procurement, development, compensation, integration, and maintenance of human resource to the end those individual, organisational, and social objectives are accomplished.” (Flippo, 1984). 4. “The organisation function that focuses on the effective management, direction, and utilisation of people; both the people who manage produce and market and sell the products and services of an organisation and those who support organisational activities. It deals with the human element in the organisation, people as individuals and groups, their recruitment, selection, assignment, motivation, empowerment, compensation, utilisation, services, training, development, promotion, termination and retirement.”(Tracey,1994 ) Knowledge Workers Human resource management is therefore understood as the all significant art and science of managing people in an organisation. Increasing research output in behavioral sciences, new trends in managing ‘knowledge workers’ and advances in training methodology and practices have led to substantial expansion of the scope of human resource management function in recent years. HRM is not just an arena of personnel administration anymore but rather a central and pervasive general management function involving specialised staff as assistants to main line managers. Managing employee relationships is the role of the Human Resource department Human Resource Management is a process of valuing and developing people at work, this includes: Recruitment and selection Employee communication and engagement (participation) to increase employee retention Training and development  Leadership WHAT IS YOUR GREATEST WEAKNESS Labour turnover & staff retention Labour turnover refers to the proportion of a workforce that leave during a period of time (usually one year) Labour turnover =  number of staff leaving during the period x 100 average number of staff Staff retention refers to the ability of a firm to keep its workers. The disadvantages of having a large proportion of staff leaving each year include: The cost of recruiting replacement workers The cost of training the new workers  Loss of productivity whilst replacements are found  Loss of experienced workers  Negative impact on reputation WHAT IS YOUR GREATEST STRENGTH Methods to control turnover: 1. Financial methods of motivation Bonuses Profit share Fringe benefits 2. Non financial methods of motivation Employee engagement and empowerment Training and development Promotion opportunities 3. Improved Human Resource Management procedures  Four Fundamental Principles of HRM: Human Resource is the organisation’s most important asset; Personnel policies should be directed towards achievement of ENTERPRISE goals and strategic plans; Corporate culture exerts a major influence on achievement of excellence and must therefore be    strengthened with consideration of employee welfare. Whilst integration of corporate resources is an important aim of HRM, it must also be recognised that all organisations are ‘pluralist societies’ in which people have differing interests and concerns, which they defend and at the same time function collectively as a cohesive group. →Evolution of...