Manpower Planning
Manpower Planning
Purpose
Human resource planning is the process by which management determines how an organization should move from its current manpower position to its desire manpower position. Through Manpower Planning, management is able to assess short and long term manpower requirements for an organization based on its operational needs.
Manpower Planning Input
Manpower planning is based on the following major qualitative and quantitative inputs: * Existing and expected levels of operation such as an increase in volume of business handled, existing and new projects, outsourcing decisions, etc. * Existing staff skills/strength * Expansion of business and operating in different locations * Under resourced positions * Performance/exit management * Terminations/Resignations
Manpower Planning Period The Manpower Plan is an annual plan, which is operational between January and December of each year.
Manpower Plan Contents The annual Manpower Plan contains the human resource requirements for each job title and function, as well as the skills, experience required, and when the resources are required. The Department Heads are required to prepare their own plans/forecasts and send to the Human Resources Department final approval from the management. The Finance Department will take part in the preparation of the manpower budget based on the approved plan submissions. The Head of the Human Resources department is responsible for reviewing the department level Manpower Plans to make sure that they are complete and seek any clarifications and justifications from the Department Heads, if needed. Head of HR will provide necessary support to Department Heads for facilitating the planning process. Also, Head of HR shall be responsible for the gathering the individual department Manpower Plans into the annual Manpower Plan and monitoring the implementation of the plan.
Manpower Approval Level The Manpower Plan will need
Purpose
Human resource planning is the process by which management determines how an organization should move from its current manpower position to its desire manpower position. Through Manpower Planning, management is able to assess short and long term manpower requirements for an organization based on its operational needs.
Manpower Planning Input
Manpower planning is based on the following major qualitative and quantitative inputs: * Existing and expected levels of operation such as an increase in volume of business handled, existing and new projects, outsourcing decisions, etc. * Existing staff skills/strength * Expansion of business and operating in different locations * Under resourced positions * Performance/exit management * Terminations/Resignations
Manpower Planning Period The Manpower Plan is an annual plan, which is operational between January and December of each year.
Manpower Plan Contents The annual Manpower Plan contains the human resource requirements for each job title and function, as well as the skills, experience required, and when the resources are required. The Department Heads are required to prepare their own plans/forecasts and send to the Human Resources Department final approval from the management. The Finance Department will take part in the preparation of the manpower budget based on the approved plan submissions. The Head of the Human Resources department is responsible for reviewing the department level Manpower Plans to make sure that they are complete and seek any clarifications and justifications from the Department Heads, if needed. Head of HR will provide necessary support to Department Heads for facilitating the planning process. Also, Head of HR shall be responsible for the gathering the individual department Manpower Plans into the annual Manpower Plan and monitoring the implementation of the plan.
Manpower Approval Level The Manpower Plan will need