PRESENTATION ON MANPOWER MANAGEMENT IN AN ORGANISATION SUBMITTED

PRESENTATION ON MANPOWER MANAGEMENT IN AN ORGANISATION SUBMITTED BY: DILSHAD MALIK MISBAH KHAN SARA TASKEENA SUBMITTED TO: CHAITRA MA’AM LECTURER IN COMMERCE YENEPOYA COLLEGE

Objectives of Manpower Management � The objectives or importance of manpower Management are given below: 1. Optimum Productivity: � Skilled and qualified workers are recruited or they become so through the training programme provided by the organization, through the manpower planning. Hence, an organization can achieve the effective optimum utilization of human potential, which will result in optimum productivity and thereby, the production is carried out on uninterrupted. �

� 2. Reduction in Labour cost: � Effective use of manpower, and optimum productivity will reduce the wastage. It will reduce the labour cost. � 3. Effective Recruitment and Selection: � Right person can be placed at the right job and at right time through manpower planning. Because future need can be predicted by manpower planning. Therefore, effective recruitment and selection can be achieved so that no need to spend much amount on the training and labour turnover can be reduced.

4. Group Satisfaction: � By establishing mutually satisfying work relationship between all the members of the organization, group satisfaction and team spirit can be achieved. � 5. It helps in maximizing individual development. � 6. Effective manpower planning may help the management in developing the good employeremployee relationship. It leads to improve the industrial relations. � 7. It maximizes the contributions and the satisfaction of the employees of a business. � 8. It gives due consideration to the capacities, interests, opportunities and reactions of the workers. �

Principles of Manpower Management: � 1. Every business Activity: � Every business activity—sales, purchases, production etc. needs men to direct and perform it. A business is no better than the people it has. The success of a business depends upon the capacity, ability, integrity, motivation and enthusiasm of the group of employees in it.

� 2. Participative Management: � Worker must be recognized by the owners as partners in the business because both of them have a common interest. Workers must be encouraged to participate in the formation and development of all plans and programmes of the business.

� 3. Opportunities for Growth: � A good business must provide reasonable opportunities for growth to each of its employee. Individual differences must be recognized. Decisions regarding the nature of action be based upon the understanding of the individuals comprising the group.

� 4. Social Justice: � The management must consider the expectations and aspirations of the employees. There must be some system of public recognition and appreciation of meritorious work.

� 5. Co-Operation with Trade Unions: � The management must seek the cooperation of trade unions. It must try to avoid the likely points of conflicts with the trade unions

Steps in Manpower Planning 1. Analysing the current manpower inventory -Before a manager makes forecast of future manpower, the current manpower status has to be analysed. For this the following things have to be noted. Type of organization Number of departments Number and quantity of such departments Employees in these work units � Once these factors are registered by a manager, he goes for the future forecasting.

2. Making future manpower forecasts- Once the factors affecting the future manpower forecasts are known, planning can be done for the future manpower requirements in several work units. The Manpower forecasting techniques commonly employed by the organizations are as follows: � Expert Forecasts: This includes informal decisions, formal expert surveys and Delphi technique. � Trend Analysis: Manpower needs can be projected through extrapolation (projecting past trends), indexation (using base year as basis), and statistical analysis (central tendency measure). � Work Load Analysis: It is dependent upon the nature of work load in a department, in a branch or in a division. � Work Force Analysis: Whenever production and time period has to be analysed, due allowances have to be made for getting net manpower requirements. � Other methods: Several Mathematical models, with the aid of computers are used to forecast manpower needs, like budget and planning analysis, regression, new venture analysis.

3. Developing employment programmes Once the current inventory is compared with future forecasts, the employment programmes can be framed and developed accordingly, which will include recruitment, selection procedures and placement plans.

4. Design training programmes- These will be based upon extent of diversification, expansion plans, development programmes, etc. Training programmes depend upon the extent of improvement in technology and advancement to take place. It is also done to improve upon the skills, capabilities, knowledge of the workers.