2. Definition:
According to E. Geister , “ Manpower planning is the process including forecasting, developing and controlling by which a firm ensures that it has the right number of people and the right kind of people at the right places at the right time doing work for which they are economically most useful.’’

3. Features well defined objectives Determining personal needs
Having manpower inventory
Adjusting demand and supply
Creating proper work environment

4. Need for hr planning Determining the number of persons
to be employed at a new location
Retaining the highly skilled staff
Managing an effective downsizing programme
Where will the next generation of managers come from?

5. Optimum utilization of Human Resource.
Meeting personnel requirement
Placement of personnel.
Prevent disruption of work.
Control cost.
Training & management development.
Personnel motivation.

6. TRAINING AND DEVEOPMENT PROGRAMMES
MANPOWER FORECASTING
ANALAYSIS OF OBJECTIVES AND STRATEGIC PLANS OF THE COMPANY
TRAINING AND DEVEOPMENT PROGRAMMES
APPRAISAL OF MANPOWER PLANNING
PREPARING MANPOWER INVENTORY
MANPOWER PLANS

7. MANPOWER FORECASTING EMPLOYMENT TRENDS REPLACEMENT NEEDS PRODUCTIVITY
ABSENTEEISM
EXPANSION AND GROWTH
WORK STUDY

8. FACTORS AFFECTING HR PLANNING
EXISTING STOCK OF MANPOWER
WASTAGE
FUTURE MANPOWER REQUIREMENT

9. TYPES OF HR PLANNING
TERM
SHORT
LONG

10. SHORT TERM HR PLANNING THE WEAK INCUMBENT CHANGING OF THE MAN
CHANGE IN THE CONTENTS OF THE JOB
CHANGING THE JOB AND THE MAN
REMOVAL OF THE INCUMBENT
THE STRONG INCUBMENT
AN UNEXPECTED VACANCY

11. LONG TERM HR PLANNING PROJECTING MAN POWER REQUIREMENTS
TAKING STOCK OF EXISTING MANPOWER
RECRUITMENT AND SELECTION
MANPOWER DEVELOPMENT

12. LEVELS OF HUMAN RESOURCE PLANNING

13. LEVELS
LEVEL
TOP
DEPARTMENTAL LEVEL
PLANT LEVEL

14. BENEFITS OF HUMAN RESOURCE PLANNING
BENEFICIAL TO THE COUNTRY
GROWTH OF THE ORGANISATION
CREATES AWARENESS
CAREER SUCCESION PLANNING
IMPROVEMENT IN OVERALL BUSINESS PLANNING
IDENTIFICATION OF GAPS IN EXISTING MANPOWER
REDUCED LABOUR COSTS
OPTIMUM UTILISATION OF MANPOWER FORCE
BENEFITS OF HUMAN RESOURCE PLANNING

15. PROBLEMS IN HUMAN RESOURCE PLANNING:-
Accuracy of forecasts
identity crisis
Support of top management
resistance from employees
insufficient initial efforts
management information system
uncertainties
expensive & time consuming
coordination with other managerial function
unbalanced approach

16. SUGGESTIONS FOR MAKING HUMAN RESOURCE PLANNING EFFECTIVE
Integration with organizational plans
Period of manpower planning
Proper organization
Support of top management
Involvement of top management
Efficient and reliable information system
Balanced approach

17. ORGANISATION SHOULD:
Assess their current needs
Matching
Develop a plan

18. IMPORTANCE Ensures of having a plan Continuous supply of people
Alignment
Develop career paths
External reputation

19. Size of the organization
Lack of financial resources
The nature of funding
Project staff
Less skill with seniors
Inadequate training
Poor communication
Does not promote people in time

20. COMPONENTS : TIPS FOR SUCCESSFUL SUCCESSION PLANNING :
Capacity and needs assessment
Develop and implement the plan
Monitor and manage the plan
TIPS FOR SUCCESSFUL
SUCCESSION PLANNING :
Secure senior management
Review and update
Develop procedural manuals