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Anup Kumar Rai
Good Morning, I want to know how company perform manpower planning in their organization?
From India, Pune
Ketan Desai
Manpower planning is generally done considering the following:
1. Volume of jobs/shop loading/orders booked for the next financial year.
2. No. of effective manufacturing man hrs. available in that year. (excluding support service dept.)
3. Various catagories of workmen & staff.
4. Efficiency factors (in case of workmen) (e.g. 8 hrs. working of perm. employee=6 hrs. working of temp./casual worker & 4 hrs. working of trainee/apprentice)
5. Future plans. (short term & long term goals)
Thus, u need to carryout backward calculation and derive no. of employees (catagorywise/caderwise) required during the year.
Hope this will serve your purpose. Feel free to ask in case of any further quary.
Ketan Desai


Hi Everyone,

I am currently working in the Manpower planning section of the HR dept in an Oil company in the UAE.

Manpower planning is a must to make the optimum utilization of the greatest resource available i.e. manpower for the success of any organization.

The first step to Manpower planning is to have a PLAN and then a MANPOWER BUDGET.

The first step is that each department head must submit their department's manpower requirement to the HR dept. The department heads will determine how many new staff they would require in the next financial year or if there needs to be a change in job titles, due to changing work needs.

The HR dept. then makes a draft Manpower Budget based on the new requirements and submits it to the Financial controller and the management, who will go through this and give their approval.

After this, the HR dept prepares the Final Manpower Budget the finance department prepares the Salary Budget. Of course all approvals for the Budgets are subject to the profit reports and company's annual performance.

The last step is to proceed with retention, retrenchment or recruitment of staff.

This is what our company follows, however following are the steps in Manpower planning:

1. Predict manpower plans

2. Design job description and the job requirements

3. Find adequate sources of recruitment.

4. Make internal promotion possible

5 Look after the expected losses due to retirement, transfer and other issues.

6. See for replacement due to accident, death, dismissals and promotion.

From United Arab Emirates, Abu Dhabi
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