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Hi dears,
Hope everyone is doing great.
I have a query: what are the steps of creating annual manpower plan for the year ahead.
What are procedures should i take?
When do i suppose to start if the plan is for 2013)?
Who suppose to be involved with me (e.g. Unit heads, CFO for budget...etc)?
I\'ve studied the manpower planing, but what i need actually is the \"know how\" i need to know how practically is it applied?
If there are forms, it would help so much
Thanks so much in advance...waiting for your kind inputs

Dear Samuel
the procedure for Manpower planning differ from organization to another it mainly depend on the business nature of the organization...i.e. in my organization we start manpower planning in October each year by distributing the manpower planning form for all the departments to fill their required positions for the coming year if any, then we collect these forms in manpower planning master form, then we send it for budgeting department to include in the budget plan for coming year....
i hope give you some help..
thank you

Dear Muhandsabah,
Thank you so much for your valuable input, it really helped so much,
Just the question here is, Does the budgeting dept or the CFO have the right to refuse the plan or make amendment on it?
Thanks once more for your help..

Dear Samuel you are welcome... the approval /amendment or rejection is the authority of the CEO /general manager, but once approved it can be included in the annual budget directly... thank you
My Name is Moamen Ali , first time to join :) . Anyway find the below quote from the policy i developed regarding your question
 Heads of Division/Department are required to conduct a thorough review of the operations, structure and manpower of their Divisions/Departments each year.
 The Human Resources Department in coordination with the Departments Managers formulate a Manpower needs plan.
 The plan should contain the positions required and the budget for each position.
 It is important to show through the plan whether the vacancy will be filled from within (promotions and/or transfers) or from outside the Hospital.
 Due date of filling the positions mentioned in the plan.
 The Manpower requirements plan for the whole Hospital should be finalized by October of each year and the hospital director should approve it.
 No change is permitted unless major developments or functional requirements emerge.

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