A study on the impact of Man Power Planning in enhancing efficiency of
For the partial fulfillment of the Degree of M.Phil. (Management)
Under the supervision Research Scholar Dr. Atul Panday Ram Nivash Premikar Prof.-in- charge M.Phil.(Management) M.Phil. (Management)
It is the sum total of inherent abilities acquired knowledge and skills represented by the talent and aptitude of the employed person. Thus human resource includes not only human being but also their knowledge skills attitudes aptitudes etc.
Comparison of the present human resources to future need of on organization duly identifying skills and competency gaps and subsequently developing plans for building the human resources needed in future is the basis process of human resources planning. The process not only limits it focus on such assessment but also tries to ensure that the require competency is maintained in line with organizational mission, vision, and strategic objectives.
It is not merely concerned with manpower demographics, turnover projections, succession planning etc. therefore human resource planning help to plan replacement and changes in manpower competencies in a systematic manner.
Man power can not rigid or static, it is amenable to modification review and adjustment in accordance with the needs of the organization or the changing circumstances.
Definition -: According to Coleman “man power planning is the process of determining man power requirement and the means for meeting those requirements in order to carry out the integrated plan of the organization.” (Bruce p. colemen, an integrated system of man power planning. Business horizon, vol. 13 1970. P. 89).
According to lean c. meggision human resource planning is “ an integrated approach to performing the planning aspects of the personnel function in order to have a sufficient supply of adequately development and motivated people to perform the the duties and takes required to meet organizational objectives and satisfy individuals needs and goals of organizational members. ” (personnel and human resource administration, Irvin, Homewood, 1977.p. 4).
Literature review -: Planning in Human Resource has been discussed in different HRM contexts for many years (Wren, 1994).
HR planning was initially an important aspect of job analyses and was often used as bases for determining strengths and weaknesses among the employees and to develop the skills and competences they needed (Gallagher, 2000).
As individual career plans started to gain more popularity, companies gradually started to pay more attention to the certain skills and competences among individual employees as a way of aligning and dealing with the companies’ succession planning (Kuratko and Morris (2002).
As this aspect been scrutinized rigorously by many researchers, HR planning is still a complicating and complex issue of debate within the HR practices (Schuler, 1986).
In 1978, McBeath addressed his view of HR planning by highlighting a set of issues that he regarded as being important with respect to the HR planning. These were;
* An estimation of how many people the organization needed for the future
* A determination of what ability, skills, and knowledge requires to compete
* An evaluation of...