The paper is going to talk about the role of manpower planning process in the total manpower strategy. It is going to define what manpower planning is and go on to state its importance in the total manpower strategy. Furthermore it will group the roles into four main categories which are development of manpower objectives, management of manpower, control and evaluation and developing a manpower plan. It will therefore conclude that Manpower planning is concerned with safeguarding the future, with preventing the loss of opportunities through lack of appropriate human abilities and the wastefulness of ‘over-braining’ the organization
Manpower planning, in its broadest sense, covers all those activities traditionally associated with the management of personnel – records, recruitment, selection, training and development, appraisal, career planning, management succession and so on. But it is important, both for analytical purposes and ultimately for executive purposes, to disentangle these activities and to think of them as a number of sequential phases. Basically there are four main phases of manpower planning. Bennison, M and Casson, J (1984).
The first phase is the development of manpower objectives. This is concerned with the development of forecasts of the manpower necessary to fulfill the company’s corporate objectives, with looking at the totality of situations rather than at individuals. It is concerned with detailed analysis in order to identify and foresee problem areas, to assess future demands and to establish how those demands may be met. It is directed towards the development of manpower strategy as an integral part of company strategy. Nadler, L and Nadler, Z (1991).
The main aim for forecasting demand and supply of labour may be because of factors which include competitive strategy, technology, structure and productivity. An example is when an organisation chooses advanced technology, it is generally accompanied by less demand for...