Function 1: Manpower Planning
Manpower Planning consists of putting right number of people, right kind of people at the right place, right time, doing the right things for which they are suited for the achievement of goals of the organization. It also has got an important place in the arena of industrialization. It has to be a systems approach and is carried out in a set procedure. The procedure is as follows: 1. Analysing the current manpower inventory
2. Making future manpower forecasts
3. Developing employment programmes
4. Design training programmes
Importance of Manpower Planning
1. Key to managerial functions- The four managerial functions, i.e., planning, organizing, directing and controlling are based upon the manpower. Human resources help in the implementation of all these managerial activities 2. Efficient utilization- Setting of large scale enterprises require management of large scale manpower. 3. Motivation- Staffing function not only includes putting right men on right job, but it also comprises of motivational programmes, i.e., incentive plans to be framed for further participation and employment of employees in a concern. 4. Better human relations- Human relations become strong trough effective control, clear communication, effective supervision and leadership in a concern. Staffing function also looks after training and development of the work force which leads to co-operation and better human relations. 5. Higher productivity- Productivity level increases when resources are utilized in best possible manner, higher productivity is a result of minimum wastage of time, money, efforts and energies. This is possible through the staffing and it's related activities ( Performance appraisal, training and development, remuneration) Need of Manpower Planning
Manpower Planning is advantageous to firm in following manner: 1. Shortages and surpluses can be identified so that quick action can be taken wherever required. 2. Helps to reduce the labour cost as excess staff can be identified and thereby overstaffing can be avoided. 3. Helps to identify the available talents in a concern and accordingly training programmes can be chalked out to develop those talents. 4. It helps in growth and diversification of business
5. It helps the organization to realize the importance of manpower management which ultimately helps in the stability of a concern. Function 2: Employee Motivation
The demoralization and cynicism of an unmotivated workforce can feed on itself, leading to high employee-turnover, decreased efficiency and lost profits. Employers and managers should remain cognizant of the advantages that accrue to both labor and management when steps are taken to keep employees motivated, engaged and happy.
If employees are goofing off, working slowly, taking extended breaks, arriving late or leaving early, this will quickly affect the bottom line. Employees who are paid well, offered profit sharing options and told how necessary they are to the company are less likely to engage in these practices that undermine productivity. A well-motivated workforce can provide the following advantages 1. Better productivity- This can lead to lower unit costs of production and so enable a firm to sell its product at a lower price 2. Decrease absenteeism- Lower levels of absenteeism as the employees are content with their working lives 3. Decrease turnover- The number of employees leaving the business is lower. This can lead to lower training and recruitment costs. 4. Improve relation- Improved industrial relations with trade union 5. Good reputation- Contented workers give the firm a good reputation as an employer so making it easier to recruit the best workers 6. Improve quality and service- Motivated employees are likely to improve product quality or the customer service associated with a product Motivation method
There are as many different methods of motivating employees today as there are companies operating...
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