manpower planning
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manpower planningTRANSCRIPT
Manpower Planning
Dr. Elijah EzenduFIMC, FBDI, FCIM, FIIAN, FAAFM, FCCM, MIMIS, MITD, ACIArb, ACIPM,
PhD, DocM, MBA, CWM, CMA, CBDA, CMC
“Manpower planning is the system of matching the supply of people- internally (existing employees) and externally (those to be hired or searched for)- with the openings the organisation expects to have over a given time frame.”
- Lloyd Byars & Leslie Rue
Manpower planning enables an organisation to get hold of the right number and class of people required for operations within a defined timeframe.
Reasons For Manpower Planning
• Projection of corporate objectives unto human resource objectives
• Forestalling shortage of workers• Ensuring sufficient skill pool• Employee career development• Succession planning• Boost human capacity utilization• Development of effective attraction and
retention systems• Build up highly skilled and flexible workforce• Managing short and long term requirements• Avoidance of wrong-sizing• Purposeful competitiveness in human capital
Trends that Influence Manpower Planning
• Staff Turnover• Employee Advancement• Business Growth• New Skill Requirements• Obsolescence of Current Skills• Labour Costs• Migration Force• Locally Induced Competition• Foreign Direct Investment Surge• Social Changes• Technological Changes• National Economy• Ethical Pressure• Legal Framework• Demographic Changes
Contemporary Steps in Manpower Planning
Ascertain organizational objectives
Determine impact of organizational objectives on each department, section and unit
Find out the KSA required to achieve stated objectives
Ascertain net manpower requirements (Future manpower requirements at specific time less
current manpower level)
Establish resourcing action for mitigating against gap
Determine type and number of human resources required to achieve stated objectives
Skills inventory
Predictable changes
Deaths,Promotions,Resignations,Transfers,Discharges,Retirements
Furlough, Attrition,
Discharge
Recruitment,Selection,
Development
Negative Positive
The Process of Human Resource Planning
Business Strategic Plans
Work Environment Analysis
Scenario Planning
Resourcing Strategy
Human Resource Plans
Demand/ Supply Forecasting
Resourcing Productivity
Operational Effectiveness Analysis
Labour Turnover Analysis
FlexibilityRetention
Work Environment
Source: Michael Armstrong, A Handbook of Human Resource Management Practice
Components of Skills Inventory
• Bio-Data• Job History• Work Experience• General Education• Professional Qualifications• Training History• Achievements• Skills• Future Assignments (Company & Personal
Preferences)• Medical History
Ascertaining Future Manpower Requirements
• Delphi method• Scenario planning• Ratio trend analysis• Computer simulation• Labour demand and supply analysis• Work study techniques
Resourcing Action
• Retention Support Scheme• Retraining• Learning & Development• Using Expatriate Workers• Grooming Bonded Workers• Outsourcing• Recruitment & Selection• Furlough• Attrition• Redundancy• Downsizing
Manpower Supply
Internal labour market
External labour market
Flexibility Plan
• Contract workers• Outsourcing• Shift workers• Job sharing• Commission based workers• Overtime arrangements• Teleworking
Manning Template
This is structured to show the required levels of manning per unit/ section/ department at various growth levels.
It serves as a control measure for implementing rightsizing organisation-wide.
Common Problems in Manpower Planning
• Lack of understanding• Top management buy-in• Trouble of techniques• Relationship with Organizational Plan• Initial effort demand• Assumption• Misinformation
Regular Reports from Departmental Heads
• Staff Turnover Rate• Absentee Rate• Difficult-to-fill jobs• Demand for Training Programmes• Trained employees who are proficient
but not positioned to use acquired skills effectively
• List of outstanding employees and their aggregate abilities
Succession Planning ChartPosition: Manager (Marketing)Incumbent: John TundeBack up: Spencer GracePosition: Asst. Manager (marketing)Potential/ Promotability: HP PN
Position: Asst. Manager (Marketing)Incumbent: Spencer GracePotential/ Promotability: HP & PNBack up: Simeon BanjokoPosition: Marketing ExecutivePotential/ Promotability: HP & PN
Position: Asst. Manager (Marketing)Incumbent: Richard AyindePotential/ Promotability: MP & P3Back up: Bumi HansonPosition: Marketing ExecutivePotential/ Promotability: HP & PN
Position: Asst. Manager (Marketing)Incumbent: Ayeni FrankPotential/ Promotability: LP & P1Back up: NBUPosition: Potential/ Promotability:
Dr. Elijah Ezendu is a multidisciplinary professional whose business experience mounts through diverse fields. He is a Certified Management Consultant, licensed by International Council of Management Consulting Institutes which has a Special Consultative Status in United Nations Economic and Social Council. As a result of his strides in management consulting, he received Merit Award for Excellence in Consulting. He is CEO, Shevach Consulting; Lead Assessor and Member of Governing Council, Institute of Management Consultants; Second Vice President and Member of Governing Council, Certified Institute of Cost Management; Director of Training, International Council of Business Development Professionals; Editor-in-Chief, International Journal of Business Development. He holds a doctoral degree in Management from St. Clements University, British West Indies. He is a Chartered Manager certified by Canadian Institute of Management, Canada and holds numerous professional qualifications including Fellow, Institute of Management Consultants; Fellow, Certified Institute of Cost Management; Fellow, Institute of Business Development; Fellow, American Academy of Financial Management; Fellow, Institute of Internal Auditors; Member, Nigerian Institute of Training and Development; Associate, Chartered Institute of Personnel Management of Nigeria; Associate, Chartered Institute of Arbitrators (Nigeria). He is an information technology management professional certified by Institute for the Management of Information Systems, UK along with Microsoft Corporation, USA and stands as a Member of International Association of Software Architects. Moreover, he is a Certified Business Development Analyst with uncommon aggregate competence in Competitive Intelligence, Alliance Development, Mergers and Acquisition, Turnaround Management, Business Modelling, Negotiation, Customer-Centricity, Team Management, Arbitration, Business Development, Infonomics, e-Business, Human Resource Management, Corporate Learning & Development, Organizational Development, General Management, Strategic Cost Management, Lean Business, Outsourcing, Franchising, Intellectual Capital Management & Patent Strategy, Business Process Reengineering, Supply Chain Management, Executive Search, Performance Management, Business Research, Internal Control, Business Strategy, Change Management, Globalization, Diversity, Leadership, Social Impact & Non-profit. He is an outstanding motivational speaker with a knack for recalibration of positive influence; and a top-notch consultant, who has functioned as Speaker/Facilitator at myriad programmes of professional institutes, private and public firms including extra-governmental agencies and institutions. He is a prolific writer and author who had served as Editor-in-Chief, Cost Management Journal; Director of Programmes and Member of Governing Council, The Institute of Business Development; Part-Time Lecturer & External Examiner (MBA Programme), Ladoke Akintola University of Technology; Director of Programmes (Nigerian Center), Management Institute of Canada; Chief Operating Officer, Rohan Marine; Examiner to various Professional Institutes; and Nigerian Representative of some International Organizations.
