Short Term and Long Term Manpower Planning!
1. Short Term Manpower Planning:
It is concerned with the process of matching the existing employees with their present jobs so that they perform efficiently.
There should be perfect correlation between the jobs and individuals. In the short run, it is the duty of the management to adjust employees with the jobs.
It is very difficult to retrench the employees due to legal constraints and social obligations on the part of the employer. Some adjustments in the jobs should be made in the short run to accommodate the employees.
Following steps may be taken for successful implementation of short term manpower planning:
(A) When employee is less qualified as compared to job specifications, qualifications etc.
Following steps may be undertaken:
(i) Employees are given training for improvement in performance.
(ii) If the job is not liked by the employee, it may be changed.
(iii) Transfer and demotion also helps in adjustment of employees.
(iv) In case of responsible jobs, assistants may be provided for help.
Under such circumstances the abilities and skills of the employee are not utilised to the fullest extent. Following steps may be taken for making adjustments:
(i) Job enlargement may be undertaken i.e. scope of the job undertaken by the employee may be widened.
(ii) If there are vacant positions at the higher levels, promotion may be given to the employees.
(iii) Advice and counselling may be sought from the employer.
(iv) The employee may be given additional temporary assignments.
2. Long-Term Manpower Planning:
Under long term planning, management has ample time to make required adjustments by taking necessary steps. Long term manpower planning covers a longer period say 15 to 20 years or so, for meeting manpower requirements of a concern.
Following steps are suggested in case of long term manpower planning:
(i) Projecting Manpower needs:
The first important step in long- run manpower planning is to develop that organisational structure that will meet future manpower requirements in the best possible manner. The basic aim is to keep pace with the changes in future. Due to rapid technological advancement at present, it is not an easy task to predict accurately future jobs needed for the organisation.
“That some firms claim that executive manpower needs are too intangible to forecast, that management cannot be defined or planned for in any constructive manner.” —Edwin. B. Flippo
It may be pointed out that if the process of manpower planning is systematically undertaken, it brings about the desired results.
An analysis of the under mentioned problems in the process of manpower planning may be helpful in projecting the future manpower need of an organisation.
(a) Rate of loss of manpower due to retirement, separation, resignation and retrenchment must be predicted and need for replacement must be kept in mind.
(b) Need of new manpower requirements over and above the replacements should be predicted.
(c) Job specifications i.e. qualifications and abilities needed for different types of jobs must be clearly laid down.
(ii) Inventory and Analysis of Manpower:
Manpower inventory and analysis involves the appraising of personnel by cataloguing their characteristics by incorporating their educational and professional qualifications. The personnel inventorying includes the counting of number of persons available at present.
It does not include counting of employees only but extends to the determination of personnel to be inventoried, systematic and detailed appraisal of those individuals (after catloguing them) and a detailed study of those who possess good potential for development.
It can be concluded that manpower inventory and analysis provides valuable information pertaining to present and future employees in the organisation. The information may not be completely accurate but is valuable and provides basis for the recruitment, selection and training processes to be followed in the organisation in the days to come.
(iii) Recruitment and Selection:
Long term manpower planning establishes the processes of recruitment and selection on proper lines. It brings about scientific recruitment and selection methods, which in turn helps in appointing the best type of employee in the organisation.
(iv) Development and Training of the Employees:
Manpower planning is concerned with development and training of employees to take up new and challenging tasks and responsibilities. Well trained employees are invaluable assets for the organisation.