Manpower Planning

Long term
Supply
forecasting
Demand
Forecasting
Recruitment
Sources
Supply
forecasting
Internal
Selection
Application
Blank
Initial
Interview
Employment
Tests
Checking
References
Physical/
Medical Exam
Final
Interview
Training & Development
Training Methods
On the Job
Methods
applied at
the
workplace
Off the Job
Methods
used away
from the
workplace
On the Job
Methods
Apprenticeship
Training
Job Rotation Coaching
Off the Job
Methods
Vestibule
Training
Sensitivity
Training
Case Study
Business
Games
In Basket
Performance Appraisal
Establish Performance Standards
Communicate the Standards
Measure Actual Performance
Compare Actual performance with standards
and discuss the appraisal
Taking corrective actions if necessary
Process
Methods of Performance Appraisal
Critical Incident Technique
Good Critical Incident
July 20 - The Sales
Clerk Patiently
attended to the
customers complaint.
He is polite, prompt,
enthusiastic in solving
customers problems
Bad Critical Incident
July 20 The Sales
Assistant stayed 45 min
over on his break
during the busiest part
of the day. He failed to
answer the store
managers call thrice.
He is lazy, negligent,
stubborn and
uninterested in work.
Checklist
Is the employee really interested in the task assigned? Yes/No
Is he respected by his colleagues? Yes/No
Does he respect his superiors? Yes/No
Does he follow instructions properly? Yes/No
Does he make mistakes frequently? Yes/No
Graphic Rating Scale
Employee Name. Job Title .
Department Date ..
Unsatisfactory Fair Satisfactory Good Outstanding
Quantity of work
Volume of work under
Normal working conditions

Quality of Work
Neatness, thoroughness
And accuracy of work

Knowledge of Job
A clear understanding of
The factors connected
With the job

Attitude
Exhibits enthusiasm &
Cooperativeness on the job

Cooperation
Willingness and ability
To work with others to produce
Desired goals


Forced Choice Method
Criteria Rating
1. Regularity on the job Most Least
Always regular
Inform in advance for delay
Never Regular
Remain absent
Neither regular nor irregular

Management by Objectives
Set the
Organisations Goals
Set Departmental
Goals
Discuss
Departmental Goals
Define expected
results
Performance
Reviews
Provide Feedback
360 Degree Feedback System