How we determine the no. of manpower required? right from requisition from Operations Mgr till Start of Recruitment process.
There are a lot to be considered when working on Planning Manpower of an organization,
1.Available recourses (why do I need to plan to recruit someone to hold a position while I have resources in the company that can do the job,
2.what value do you want the new recruit to add
3.Why do you require the position you want to hire
4.What is their job description & personal specification
5.What is the budget constraints (do I have enough in the budget to open a position & pay 12 months salary and train them)
6.What do u want the new recruit to achieve, i.e. what are their up coming objectives & and KPI
7.Who is he going to report to
8.You need to bare in mind that the first 6 month the employee is learning the job, getting used to the environment
9.After you have determined the above factors you need to fill in the Manpower request for (assuming you have a process for this) that will kick of the recruitment process attached with it all the above addressed questions for approval.
Are there budgetary constraints for recruitment of new hire? If we are recruiting for Operations dept, who will bear expenses. Operations or HR budget?
Depending on the your organization method of budgeting and the size they can be grouped in 2 types that I know:
1.Manpower planning & budgeting is centralized in HR
2.Or Budget is allocated to each department in the organization to include recruitment, training & development, stationery, equipment purchase, petty cash etc.
Can we ask operations to partly bear expenses of new hire? are there any specific % of cost associated with new hire, be beared upon by ops dept?
Refer to the above answer
Any templates associated with Manpower planning
You need the following documents when planning manpower
•Job Description & personal specification
•Career planning document (once we recruit this person, what happens to this person after 3 years, what position is he going to hold)
•In what areas the organization is going to train this person,
•Budget constrains (do we have the money for it)
•List of objectives & KPI to be achieved
•Manpower planning form
18th April 2010 From Oman, Muscat
Manpower planning is also known as human resources planning, and it is the process that management uses to determine the manner in which an organization should move from point A to point B, in terms of manpower. Manpower planning is a set of strategies and the process of manpower that plans itself. An effective human resources plan will provide various mechanisms designed to get rid of talent gaps, which may exist between the organization’s supply of labor and its demand for the same. It is a highly dynamic process by nature, and it requires regular adjustments, as the conditions in the labor market keep changing.
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24th November 2018 From India, Mumbai
Process of Manpower Planning:
The planning process is one of the most crucial, complex and continuing managerial functions which, according to the Tata Electrical Locomotive Company, “embraces organization development, managerial development, career planning and succession planning.” The process has gained importance in India with the increase in the size of business enterprises, complex production technology, and the adoption of professional management technique.
It may be rightly regarded as a multi-step process, including various issues, such as:
(A) Deciding goals or objectives
(B) Auditing of the internal resources
(C) Formulation of the recruitment plan
(D) Estimating future organizational structure and manpower requirements
(E) Developing a human resource plan
8th July 2019 From India, Chennai
Some of the planning before releasing a job description involves:
1. Comparing with available resources in case an existing employee can already perform this role/assimilated within this position.
2. What value can a new recruit add to this role/company ?
3.How the job position fits into the schema of roles in the organisation?
4.Creating their job description & specifications required in the candidate
5. Listing out budgetary limitations (including training & onboarding costs)
6.What will be the objectives & and Key Performance Indicators of the new recruit?
7. Onboarding a new employee takes time and it may take up to 6 months to be fully productive at optimum levels, factor these in while making the choice to hire.
All of these decisions are taken into consideration when you hire a third party recruitment firm who will hire the right candidate for your company.
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25th September 2019 From India, Bengaluru