Stuck on Manpower Planning Steps: Can You Help Me Improve My Approach?

Dear All,

I have attached the file; please see the same. Swati here, once again needing your suggestions on Manpower Planning. A few days back, a 6-day seminar on the topic of the profession of management was organized for all the senior members of the firm (top management & middle management). We learned about management specifically related to my firm, which is a CA firm.

Now, my firm has asked me to prepare an example on planning concept. Therefore, I chose Manpower Planning to make them understand. This will not only serve the purpose of manpower planning for my firm but also allow me to explain the planning concept step by step. However, I have tried a lot and come up with good work, but I am stuck somewhere.

Could all of you provide some suggestions? Please go through the attached document on planning and advise me on the whole, but specifically, I need your suggestions on the purple-colored steps.

I would appreciate your valuable suggestions.

Thank you.

In the absence of any response from Swathi, I searched the web and found some information by Vinod Bidwaik at Trends: Manpower Planning and a PowerPoint presentation at <link outdated-removed> (Search On Cite | Search On Google).

Simhan, a retired academic in the UK.

Dear all,

My name is Priya, and I'm working for a pharmaceutical company. I would like to create a model for a reward and recognition program in our factory. Can anybody please help me with this?

Thank you.

Hello Priya,

Please see if the information at Rewards & Recognition Programs - Comprehensive Benchmark Study: Best Practice Summary is of any use.

Simhan
A retired academic in the UK

Hi, before you write the synopsis, you should conduct a literature survey to justify what you are doing. You need to state why the topic is important to the organization where you will be conducting the research, etc.

Simhan
A retired academic in the UK

Dear All,

Please suggest to me the methodology of setting targets for the entire team as soon as possible after assigning the marketing team's target. 😢

Please suggest the methodology for setting targets for the entire team as soon as possible after assigning the marketing team their target.

Hi Madhuverma,

Please send as much information as you can about the size of the team, nature of the work, areas covered, etc (by private message, if you wish). Otherwise, there is not much information to help you.

Simhan

Dear Friend,

As you requested help with manpower planning, I do not have work experience with software; I have only used management tools. Please find an example of manpower planning attached for a better understanding of the value of forecasting.

Thank you.

Hi, could you please provide me with the answer to this question:

Describe the Various Forecasting Techniques

Describe the various forecasting techniques and how these techniques are being used in human resource planning. Discuss the techniques that have been used in an organization you are familiar with. Briefly describe the organization you are referring to.

Regards

Rather than asking others to answer your assignment question, please search the web to understand the concepts. Then, approach a company nearby where you are studying or living to find out how they apply these concepts.

Have a nice day.

Simhan
A retired academic in the UK

Planning Before Releasing a Job Description

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 or be assimilated within this position.
2. Determining what value a new recruit can add to this role or company.
3. Assessing how the job position fits into the schema of roles in the organization.
4. Creating the job description and specifications required in the candidate.
5. Listing out budgetary limitations, including training and onboarding costs.
6. Defining the objectives and Key Performance Indicators of the new recruit.
7. Considering that onboarding a new employee takes time, and it may take up to 6 months for them 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 that will find the right candidate for your company. One such staffing firm is Prathigna.com, which undertakes recruitment drives either on your company premises or at their offices. To learn more, visit http://www.prathigna.com/ to see how this agency can be of service to you!