Manpower Planning

Manpower planning
Manpower planning is the process of
determining manpower requirements and the
means for meeting those requirements in order
to carry out the integrated plan of the
organization
Human resource planning consists of :
Forecasting
Developing
Controlling
Importance of Manpower Planning
• It helps in solving the problem of overstaffing
• It helps to attract and retain quality staff
• It helps to meet the possible needs of future
expansion
• It helps to monitor labor cost
• It provides opportunity for career training and
development
• It presents an inventory of existing manpower
of the organization
 Factors affecting MRP
• Type and strategy of organization
• Organizational growth cycle and planning
• Environmental uncertainties
• Nature of jobs being filled
• Outsourcing
 THE PLANNING PROCESS
• Organizational objectives and policies
• HR Demand Forecast
• Supply Forecast
• Matching demand and supply
• Implementation
• Monitoring and Control
 Delphi Technique

The experts answer questionnaires in two or more rounds. After each round,
a facilitator or change agent provides an anonymized summary of the experts' forecasts
from the previous round as well as the reasons they provided for their judgments. Thus,
experts are encouraged to revise their earlier answers in light of the replies of other
members of their panel. It is believed that during this process the range of the answers will
decrease and the group will converge towards the "correct" answer. Finally, the process is
stopped after a predefined stop criterion (e.g., number of rounds, achievement of
consensus, stability of results), and the mean or median scores of the final rounds
determine the results.
 Barriers
Expensive and Time Consuming
Coordination with other Managerial functions
Uncertainties render human resource planning ineffective
Conflict between short term and long term needs
Trade unions
How to Make HRP Effective?
• Human resource plans should be tailored
with the objectives of organization
• Support and commitment from top
management
• Personnel records must be complete
• Participation
The details given in Job
Description

10/10/12
Walmart’s HR Planning
• The company’s human resource management
aims to maximize employee performance to
correspondingly maximize capacity for sales.
• Human resource planning and job analysis
and design are some of the major components
of Walmart’s human resource management
strategy.
Walmart’s Human Resource Planning
Forecasting.
Walmart’s human resource management
forecasts its workforce needs to ensure
capacity to address changes in consumer
demand. While other forecasting methods and
techniques are also used, these three are the
most notable at Walmart:
Bottom-up approach
Trend analysis
Delphi method
Walmart’s human resource management
objective for this approach is to ensure that all
levels of the organization have adequate
employees based on HR needs at the frontline
(e.g. hourly sales employees)
Walmart analyzes the series of recent HR
changes and uses this information to
extrapolate future HR needs.
Walmart’s human resource management uses
trend analysis to determine HR needs along
with the company’s global expansion. In
addition, the Delphi method forecasts future
HR needs based on expert opinion. Walmart’s
human resource management uses the Delphi
method to ensure adequate human resources
in establishing new brands, stores or other
facilities.
For example, HR experts can opine about the HR
needs in opening a new Walmart store of a
certain size. The company’s human resource
management applies the Delphi method to
estimate the number of employees needed in
each type of job, such as supply chain jobs,
inventory jobs, and sales jobs.