• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Manpower planning.

Extracts from this document...

Introduction

Manpower planning Manpower Planning (or Workforce Planning) is the process by which an organisation determines its human resource management needs and issues, and develops and implements plans to address them. The starting point for any human resources planning will be the strategic plan of the business. This will give a long-term focus for Human Resources planning. There are 4 logical stages to the manpower planning process. 1. Situation Analysis This defines the "world" in which the organisation is planning for its manpower both externally and internally. 2. Manpower Demand This is the activity, which links with the business and financial planning activities within the organisation. It involves determining the current and future requirements for key jobs. 3. Manpower Supply This involves analysing the numbers and skills (and development capability) of people who are likely to be employed by the organisation over a given time period. It should enable managers to understand what skills are available to them now and are likely to be available in the future. 4. The Manpower Plan The plan is constructed and developed from a thorough analysis of the demand and supply analyses in terms of the major manpower challenges and more local issues for attention. Risk analysis is the term used to describe this process of comparison because the conclusions reached should determine the extent to which the organisation's objectives are at risk due to any shortfall between the demand identified and the supply of skills available. ...read more.

Middle

The stability of the workforce or the labour turnover. This is the average length of times that each employee stays with the business. There is a formula that the business can use to calculate labour turnover. Labour turnover = No. of staff leaving per year x 100 Average no. of staff Employed in per year The labour turnover can be calculated for a shorter or longer period than a year if it is required. For example John Lewis may wish to know how many of their partners leave before they have been in the partnership for 3 years. They use three years as after three years the benefits change such as the discount it goes from yellow discount, which is 12% to a red discount, which is 25% of most goods sold in both Waitrose and the John Lewis Department stores Causes of Labour Turnover If the rate of labour turnover is increasing, it may be a sign of dissatisfaction within the workforce. If so, the possible causes could be either internal to the firm or external. Internal causes of an increasing rate of labour turnover could be: * A poor recruitment and selection procedure, which may appoint the wrong person to the wrong post. If this happens, then eventually the misplaced workers will wish to leave to find a post more suited to their particular interest or talents. * Ineffective motivation or leadership, leading to workers lacking commitment to the firm. ...read more.

Conclusion

3. The accident rate at work should also be an important factor for the business to keep an eye on. If there is a high accident rate within a certain area of the business then it should prompt the business to investigate into heath and safety of the employees Accident rates are calculated by recording the number of accidents at work and are then recorded as a percentage. Places of work should have a health and safety committee with the responsibility to: * Investigate and report on accidents or incidents. * Examine national health and safety reports and statistics. * Review health and safety audit reports. * Draw up works rules and instructions on safe working practices * Oversee health and safety training * Promote and advise on relevant publicity campaigns * Maintain links with external health and safety bodies * Recommend updates to the company safety policy * Consider and advise on impending legislation 4. The productivity of the workforce. If productivity per employee is low, then the business may need to look at the training or motivation of staff rather than simply employing more staff. Labour productivity can be calculated by: Output in a period of time Average number of employees in a period How the output is measured will depend on the type of business. Some business may measure output in hours worked per employee whereas other may measure output in number of units produced in a certain amount of time. Human Resource E2 - 7 - November 02 ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Report: Type of ownership of J-Sainsbury

    Every item purchased by J-Sainsbury's is recorded electronically which was known as EPOS, Electronic Point of Sale, but in some companies like marks and Spencer it is known as POS, point of sale. The Finance department records every item purchased by J-Sainsbury's.

  2. Managing Human Resources in Marks & Spencer.

    - Job description The job description does not state any matter about if they are able to take disabled people. This is because if the applicant is interested in the job position and later on finds out that this person is not suitable for the disabled, then the applicant can be disappointed.

  1. Career planning at Ikea

    to stay in present position or maybe he/she feels ready to move up. The employee decides what is best for him and then together with the manager they set the career goals. If employee needs training the company will provide it; however the employee is responsible for finding out what training he needs.

  2. Human Resources at John Lewis use labour market information to help them with there ...

    Government funded training schemes are also very helpful in finding specific applicants with the right skills. Head hunting is sometimes used when a job is v ery specific and they are will offer the employee they want a higher wage or fringe benefit to leave there company and come work for us.

  1. Communications in Health & Social Care.

    wheelchair users are 'stupid'. Labelling is where it can be based on an individual interpretation or ideas of someone e.g. speaking a posh accent means they are upper class so therefore they're good parents, whereas as having a rough accent portrays you as being lower class, therefore a bad parent.

  2. Analysis of a Contract Specific Organisation

    Remote working is supported by laptop PCs and portable modems. All staff have open access to each other's diaries (Outlook Calendar schedule). 8.1 Other IT and Systems IT and telecommunications strategy, budgeting and management is under the control of the Director of Information Systems and involves a team of professional IT staff providing support, training, etc.

  1. 1. explore the process of recruitment planning

    * Quicker * The employee is likely to be more loyal * Cuts recruitment costs i.e. adverts. External Recruitment * Higher number of candidates to select from * Candidates may bring new ideas * Potential new and improved skills brought into the organisation * New blood coming into the business

  2. The stages involved in recruiting new staff.

    application best meet criteria set down for the post, interviewing candidates and finally selecting the best candidate for the post. In summary selecting the best candidate will be collecting all the documents on the candidate and also documents provided from the candidate.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work