Marigold HR Plan
Ans. 1 HR Planning and Recruitment Planning for Marigold
HR planning
(Management Study Guide 2012) HR planning which is also referred to as manpower planning includes putting the right number and right kind of people at the right place and time, doing the right things as suitable to achieve organizational goals. It must be done in systems approach and can be carried out by a set of procedures which are as follows:
1. Analyzing the current manpower:
2. Making future manpower forecasts:
3. Developing employment programs
4. Design training programs
We will use the above mentioned steps to arrive at a plan for Marigold.
1. Analyzing the current manpower:
Marigold has 75 senior management and 425 middle and junior executives resulting in a sales team of 500 people. We would require 30 additional resources to achieve the target of 5% increase on revenue in both soap and detergent sector respectively.
For this the following things are analyzed-
Type of organization:
Departments to be catered:
Number and quantity of such departments:
Employees in these work units
Marigold is a FMCG company and the sales and distribution departments are the most important department on Marigold. Sales team is one of the biggest departments as this is the team that generates revenue and the engine that drives Marigold as the top player in FMCG market. Since Marigold has a large sales force and arriving at a job profile and job specifications are very easy as the required resources that need to be hired fall in the same job description.
2. Making future manpower forecasts:
We already know we need 30 new resources 6 higher management and 24 middle or junior level executives. The rationale behind this is to achieve a growth of 5% in soap and detergent sectors.
The forecast can be made through the following techniques
a) Expert Forecasts: This includes informal decisions, formal expert surveys and Delphi technique.
b) Trend Analysis: Manpower needs can be
HR planning
(Management Study Guide 2012) HR planning which is also referred to as manpower planning includes putting the right number and right kind of people at the right place and time, doing the right things as suitable to achieve organizational goals. It must be done in systems approach and can be carried out by a set of procedures which are as follows:
1. Analyzing the current manpower:
2. Making future manpower forecasts:
3. Developing employment programs
4. Design training programs
We will use the above mentioned steps to arrive at a plan for Marigold.
1. Analyzing the current manpower:
Marigold has 75 senior management and 425 middle and junior executives resulting in a sales team of 500 people. We would require 30 additional resources to achieve the target of 5% increase on revenue in both soap and detergent sector respectively.
For this the following things are analyzed-
Type of organization:
Departments to be catered:
Number and quantity of such departments:
Employees in these work units
Marigold is a FMCG company and the sales and distribution departments are the most important department on Marigold. Sales team is one of the biggest departments as this is the team that generates revenue and the engine that drives Marigold as the top player in FMCG market. Since Marigold has a large sales force and arriving at a job profile and job specifications are very easy as the required resources that need to be hired fall in the same job description.
2. Making future manpower forecasts:
We already know we need 30 new resources 6 higher management and 24 middle or junior level executives. The rationale behind this is to achieve a growth of 5% in soap and detergent sectors.
The forecast can be made through the following techniques
a) Expert Forecasts: This includes informal decisions, formal expert surveys and Delphi technique.
b) Trend Analysis: Manpower needs can be
References: Management Study Guide (2012), 'Manpower Planning '[online] http://www.managementstudyguide.com/manpower-planning.htm[accessed 18/01/2013] Edwin B. Flippo, Naukrihub.com (2012) ‘Recruitment definition’, ‘Sources of Recruitment’ [online] http://www.recruitment.naukrihub.com/meaning-of-recruitment.html [accessed 18/01/2013] Tutor2u (2012) ‘Recruitment – internal and external’ [online] http://www.tutor2u.net/business/people/recruitment_internal_external.asp [accessed 18/01/2013] Agrawal, G.R. (2004) Dynamics of Human Resource Management (3rd edition), M.K. Publishers and Distributors, Nepal Aswathappa, K Chatterjee, B. (2009) Human Resource Management: A Contemporary Text (4th edition), Sterling Publishers, India Dessler, G Gupta, C. B. (1996) Human Resource Management (5th Edition), Sultan Chand & Sons, India