CHAPTER 2nd

MANPOWER PLANNING

Introduction.
Defn:- According to sikula;

It

is a process of determining human resource requirements and the means of meeting those requirements in order to carry out the integrated plans of the organization.

Objectives:

1) To ensure optimum use of human resources currently employed. 2) To assess and forecast future skills requirements if the organizational objectives are to be achieved. 3)To provide control measures to ensure that necessary manpower resources are available as and when required.

In short, planning for people in organizations involves trying to obtain.

the right people.

in the right number.

with the right knowledge, skills and experience.

in the right place.

at the right time.

at the right cost.

Need for Human resource Planning:

1) To carry out its work, each .. 2) Since a large no of persons have to be replace. 3) Human resource planning is essential because of frequent labour turnover.

4) To meet the challenge of a new and changing technology and new techniques of 5) manpower planning is also needed in order to identify.. 6) In order to meet needs of expansion ..

Process of Manpower planning:DETERMINATION OF OBJECTIVES OF MANPOWER PLANNING

CURRENT MANPOWER INVENTORY

DEMAND FORECASTING

APPRAISAL OF HUMAN RESOURCE PLANNING

TRAINNING AND DEVELOPMENT PROGRAMME.

EMPLOYMENT PLAN.

JOB analysis

RECRUITMENT:

Introduction:Defn:- In the words of Flippo

Recruitment

is the process of searching for prospective employees and stimulating them to apply for jobs in this organization

Process of Recruitment
RECRUITMENT POLICY

RECRUITMENT ORGANIZATION

FORECAST OF MANPOWER REQUIREMENTS.

SOURCES OF RECRUITMENT

i) Recruitment Policy:Organization's objectives. Identification of recruitment needs. Preferred sources of recruitment. Criteria of selection and preferences. The cost of recruitment.

PRE-REQUISITES OF A GOOD RECRUITMENT POLICY:a) It should be in conformity with the personnel policies. b) It should be flexible enough to meet the changing needs of organization. c) It should be so designed so as to ensure employment opportunities for its employees on a longterm basis. d) It should match the qualities of employees with the requirements of the work for which they are employed.

ii) Recruitment organization:iii) Forecast of manpower Requirements:

The total no of personnel available:The job family:Age distribution:Qualification and experience desired:Salary Range:-

iv) Sources of Recruitment:-

SOURCES OF RECRUITMENT
INTERNAL SOURCES OF RECRUITMENT EXTERNAL SOURCES OF RECRUITMENT.

Sources of Internal recruitment:

Promotion. Transfer.

Demotion.

Merrits Of Internal sources Of recruitment:

1) Improvement in morale & .. 2) The employer is in a better position . 3) It promotes a sense of .. 4) Familiarity. 5) they are tried people 6) It is economical than going. 7) Discourage ..

Demerits of internal sources of recruitment:

1) reduction in the flow of new . 2) restricted choice 3)Possibility of Dry- up. 4) real capable hands . 5) low efficiency.

Sources of external recruitment:

1) Direct recruitment.

2) Jobbers & contractors. (Evils of Jobbers & Contractors) 3) Recruitment at the factory gate.

4) Recruitment through advertisement. 5) Recruitment through the recommendation of existing employees.

6) Recruitment from colleges or universities

7) Recruitment through employment exchanges. 8) Through work study programmes. 9) Badli control system. 10) Contract labour.

11) Voluntary organization.

12) Unconsolidated applications. 13) trade unions. 14) Computer data banks.

Merrits Of External sources Of recruitment:

1) Better skills and higher qualifications. 2) Wide Choice of selection. 3) Selection of talented person. 4) Flow of new blood and new ideas.

Demerits of internal sources of recruitment:

1)Conflicts. 2) Time consuming. 3) Brain-drain. 4) More turnover. 5) Uncertainty.

SELECTION:

Introduction:Defn:- Dale Yoder.

Selection

is the process in which candidates by employment are divided into two classes those who are to be offered employment and those who are not.

PROCESS OF SELECTION:Physically or General unfavorable Impression Reception Of Applications Preliminary Interviews

Unfavorable Personal data

Application Blanks Psychological Tests Interviews Background Investigation (Reference checking) Waiting lists of Desired Applicants.

REJECTION

Unfavorable score

Second Unfavorable Impression

Unfavorable Previous History

Final selection by interviewers.

Physically unfit Physical examination

PLACEMENTS.

1) Receiving and screening the application. 2)Preliminary interviews.

3) Application Blank Biological data. Education Blank. Work experience. Personal items. Salary &Benefits. Other items.

4) Psychological testing. Aptitude and trade tests:Judgment tests:Learning ability:Projective tests:Dexterity tests:5)Interviews:-

a)
b) c)

Kinds of interviews.
Direct interview. Indirect interview. Patterned interview. Stress interview. Systematic in-depth interview. Board or Panel interview. Group interview.

d)
e) f) g)

Procedure for an interview:Review of Background Information:Preparation of question plan:Putting the candidate at ease:-] Drawing out the best in the candidate:Conducting the interview:-

i) ii) iii) iv) v)

6) group discussion 7)Background Information:-(Reference Checking) 8)Physical Examination. 9) Final selection by interviewers. 10) Placement.

THANKS!

Case study :- Recruitment.

Importance

of Assumption.

Mr. Gain Chand Verma is the Chief Executive of an organization at Ranchi in Jharkhand.Mr. Verma, after considerable deliberations, decided that he needed an excellent specialist in marketing Management urgently. He sent for Mr.Barua, the Personnel Manger and explained to him his requirement of a top-class marketer .Mr. Verma briefed Mr.Barua for about 25 minutes. The chief explained the characteristics he expected in the candidate for this post. Mr.Barua was directed to: 1) release an advertisement , specifying the last date for the receipt of the applications to be 21 days after the appearance of the advertisement.

2) It was decided that Mr.Barua will tabulate the details of all the applications received and forward these to Mr.Verma. 3)the personnel Manager was advised to short-list three most deserving candidates. A note on each of the short-listed candidates along with original application was to be put up to Mr.verma. 4) All the staff-work. Concerning this vacancy must be completed in two months, time.

Mr.Verma was pleasantly surprised when on the 59th day of the meeting with Mr.Barua, two folders came from the personnel department .On folder contained tabulated details of all the 26 applications and the other contained the write ups and applications of short-listed four candidates .The chief opened the folder of short-listed candidates and hoped that the selection could be completed by examining the write-up of the short-listed candidates alone .

He had called the rest of the papers only as a standby measure and Wanted to see these only if the selection could not be completed by only using the write-ups of the short-listed candidates. The write-ups were for four and not three shortlisted candidates. This was as follows; 1) Mr. Sunil Kumar Mitra, 31 year olds , MBA (Marketing) from a renowned university in UK obtaining 59.8 percent marks. He has been working in Manchester , UK for the last six years as a Marketing executive. He has married an English lady and is willing to return to India, if he gets a suitable opening in India, preferably in the eastern parts.

2) Mr.Santan Das,26-year-old.He was first class, first ,in MBA( Marketing) from the last batch of management institute at Ranchi.He has done some short-term teaching assignments since his results were announced. He has many offers for jobs but has not decided on his future course of action because he is very fond of Ranchi and teaching.
3) Mr.P.S.Gill,29-year-old, MBA(Marketing) from Delhi university with an A grade .He has four years experience in marketing of consumer goods in rural markets in Punjab. He has categorically stated that he will not work for a pay-package of less than Rs.3 lakh per annum.

4) Mr.. Sinha, 35 year-old .He is a senior clerk in the marketing section of the same organization for the last 15 years .He is fully Knowledgeable about all the last 15 years .He is fully Knowledgeable about all the events that have taken place in marketing field in the organization. He is intelligent, sincere and hard working. He does not fulfill the qualifications laid down for the assignment, but his name has been included in the short-listed candidates as a special case.MrSinhawill be happy if he is promoted in recognition of his contributions to the organization and will be satisfied with a marginal increase in pay package. He need not be given the grades that are likely to be demanded by the others.

MrVerma was impressed by the shortlisting and the write-up work of Mr.Barua.He decided to complete the selection of the candidates without opening the folder of 26 tabulated applications .He reads the details of shortlisted candidates once more, and keeps theses papers in the pending-tray thereafter. He wants to digest this information before taking a suitable decision .Whom would you select and why?

Thanks !