Manpower Planning

Name : Radisty Sabila Noveira Student ID : 6020210129 Class : C Courses : Industrial Organizational Psychology Lecturer : Mr. Seta Wicaksana,M.Si,Psi 8th Meeting Assignment. Manpower Planning A). Definition of Manpower Planning  According to Suhariadi (2013), Explains that human resource planning or labor can be interpreted as a process of finding the need for labor based on forecasting development, implementing, and controlling these needs which are integrated with organizational planning to create the number of employees, the right and useful employee placement. economical. According to Mathis & Jackson (2017), Human resource planning is a process which includes analysis and indication of the willingness and need for human resources so that the organization can be accepted. The focus of this human resource planning is to ensure that the organization has an adequate amount of resources people with the right capabilities, time and place. According to Binod Ghimire (2020), Human resource planning is the process of forecasting, development, and controlling human resource in an organization. According to Vineeth George (2019), HRP is concerned with having the right  people, with the right skills, in the right place and at the right time.  According to Hassan Danial Aslam et al (2013), Human resource planning is generally defined as the process that identifies the number of employees a company requires in terms of high quality and quantity, hence it is seen as an ongoing process of regular and structured planning. Base on that statement, I can conclude that Manpower Planning which is also called as Human Resource Planning consists of putting right number of people, right kind of people at the right place, right time, doing the right things for which they are suited for the achievement of goals of the organization. Human resources planning ensures the best fit between employees and jobs while avoiding manpower shortages or surpluses. B). Requirements for Doing Manpower Planning According to Vineeth George (2019), There are several things that must be fulfilled in order to do manpower planning : Must know clearly the problem that is planned. Must collect and analyze information about HR in the organization completely. Have extensive experience in job analysis (job analysis), organizational conditions, and HR supplies. Must be able to read the current and future HR situation. Able to predict future human resource and technology improvements. Knowing extensively government regulations and policies, especially those concerning labor. C). How to Make Manpower Planning According to Vineeth George (2019), To make manpower planning, there are 7 steps that must be done : Analysis of the availability of existing human resources Analyzing the condition of existing human resources is very necessary. Existing HR data can include the number of current employees, gender, age, skills, work experience, and other information needed from each individual. This data can help in employee development and to see the strengths or weaknesses of existing human resources. Needs Analysis Expert Forecast: for example through informal judgments, formal surveys and the Delphi technique Trend Analysis (Trend Analysis): Labor demand can be projected through extrapolation (projecting past trends), indexation (using the previous year as a basis), and statistical analysis (measuring the central tendency) Work Load Analysis: this analysis can be performed by calculating the workload in a department, branch or division. Workforce Analysis: this analysis consists of the number, composition, and quality of labor. Other methods: In addition, several mathematical and statistical models, with the help of computers, are used to forecast labor demand, such as budget and planning analysis, regression, new business analysis. Formulation of the Agreement After completing the analysis, the manpower planning creation team can begin to formulate and agree on human resource needs. Based on the “productivity index” for the previous year's productivity, this year's index is determined, then the number of manpower is calculated based on the growth ratio and the sales target set. So that an agreement is obtained regarding the number of human resources needed and needs to be provided by the HRD. Developing a Work Program Then, after an agreement has been made regarding the number of human resources the company needs, then you must develop or compile a work program in order to meet the needs of this workforce. This work program can be in the form of recruitment, selection, placement plans or it could be an early retirement program if after an analysis there is an excess of labor. Training Program Design HRDs also need to conduct training programs for employees. It is indispensable for employees to improve skills, abilities and knowledge that support each job undertaken. Training is also developed to prepare HR competencies for future development plans. Adjusting the Budget If the company already has a certain budget for employee recruitment and wages for new employees, then you need to pay attention to this budget when preparing manpower planning. Evaluation After carrying out all the previous steps you must evaluate the effectiveness of the human resource planning that has been carried out. So that the results can be obtained whether the planning is good or needs to be improved again. D). Focus of Human Resource Planning  According to Binod Ghimire (2020), One model of human resource planning suggests that companies need to focus on four interrelated processes these are:  Talent inventory. An assessment of the current KSAOs (knowledge, skills, abilities, and other characteristics) of current employees and how they are used.  Workforce forecast. A plan for future HR requirements (i.e., the number of  positions forecasted, the skills those positions will require, and some sense of what the market is for those workers). Action plans. Development of a plan to guide the recruitment, selection, training, and compensation of the future hires.  Control and evaluation. Having a system of feedback to assess how well the HR system is working and how well the company met its HR plan (you will find that evaluation is critical for all HR functions we need to constantly evaluate I/O  programs and interventions to determine their effectiveness). E). Characteristics of Human Resource Planning According to Mathis & Jackson (2017), Characteristics of Human Resource Planning(HRP) divided into several parts : Goal Directed (Achieving employees goals as well as overall organizational goal)  Future-oriented (Forecasting future work force)  Quantitative and qualitative (Estimating right number of employees needed with right skills and competencies at right time)  System Oriented (Determining future human resources shortages and surpluses)  Time Horizon ( HRP can be short i.e one year or long term i.e. five year or more) F). Factors influencing HRP  According to Binod Ghimire (2020), Factors influencing HRP is the existence of external and internal factors Influence of External Environment on Human Resource Planning:  Many factors in the external environment affect human resource planning, including the level of education, the prevailing attitude in society (such as the attitude toward work), many laws and regulations that directly affect staffing, the economic conditions, and the supply of and the demand for managers outside the spectrum of an enterprise. Effective staffing, then, certainly requires recognition of the internal and external situational factors Influence of Internal Environment on Human Resource Planning:  Internal factors influence the concern for dealing with the staffing requirements for managerial positions within and outside the firm, it also shows the staffing needs of employees and responsibility of management G). Approaches to Human Resource Planning  According to Ronald E. Riggio (2017), Approaches to Human Resource Planning divided into top down approach, bottom up approach, and mixed approach Top down approach ( Quantitative approach). This approach considers:  1. HR information system and HR inventory 2. Demand forecasting technique by the use of statistical and mathematical technique 3. Work study technique  Bottom up approach ( Qualitative approach). This approach considers:  1. Employees safety and welfare 2. Motivational techniques to increase productivity 3. Employee training and development 4. Work flexibility  5. Career planning and development of employees  6. Compensation and incentive schemes  7. Organizational justice  8. Special right to focus groups such as minority, women, disadvantaged persons.  Mixed approach. This approach considers:  1. Corporate objectives and strategies of organization are the basis of formulation of human resource planning 2. Human resource manager provide suggestion, guidance and information to the top level manager 3. Both quantitative and qualitative approach of human resource planning are considered.  4. Both line manger and HR managers involvement in formulation of HR planning contribute high productivity for the organization efforts that support employees as personal to be more competent (effective and efficient) in the field. H). Making Employee Selection Decisions  According to Deniz S. Ones (2018), there are several Approach to personnel decision making:  Multiple Regression Model: A statistical procedure in which the scores from more than one criterion-valid test are weighted according to how well each test score predicts the criterion.  Multiple Cutoff Model: A selection strategy in which applicants must meet or exceed the  passing score on more than one selection test.  Multiple Hurdle Model: Selection practice of administering one test at a time so that applicants must pass that test before being allowed to take the next test. I). Resourcing Strategy. According to Vineeth George (2019), the HR planning process goes through several stages, starting from estimating supply demand, comparing the two so as to determine the step when knowing the results of the comparison. Based on HR strategic planning, a strategic analysis will be carried out on the sources obtained from the workforce to be recruited. This source analysis is commonly referred to as the Resourcing Strategy. Based on the Resourcing Strategy, an implementation strategy is then made, which is as follows: Acceptance strategy, namely a strategy to maintain human resources in accordance with forecasted needs Retention strategies, namely strategies to retain people who are wanted and have been hired Development strategies, namely strategies in the form of efforts to improve and expand the skills of suitable people so that they can be more responsible and more productive at work Utilization strategy, is a strategy carried out with the aim of making improvements in productivity and cost effectiveness Flexibility strategy, is a strategy for organizational development that is more flexible in work arrangements Downsizing strategy, which is carried out by implementing rationalization After the implementation form is made, the Resourcing Strategy is immediately stated in the form of an action plan. Activities in creating this action plan are as follows: Demand forecasting, which is to estimate future resource requirements based on company plans and activity level forecasts Supply forecasting, estimating the supply of human resources based on an analysis of the current and future availability of human resources Forecasting requirements, analyzing the estimated needs and demands of human resources in order to identify human resource shortages in the future Productivity and cost analysis, analysis of productivity, capacity, use and costs in order to identify all the needs for productivity improvement and reduce costs Action planning, making preparatory plans related to estimating shortages or advantages based on the strength of existing human resources, this is aimed at improving utilization and productivity or to reduce costs Budgeting and control, creating budgets and standardizing human resources and monitoring the implementation of conflicting plans J). The Benefits of Human Resource Planning With the planning of human resources / workforce, it is hoped that it can provide positive benefits for both the company and employees. There are six main benefits of human resource/workforce planning (Vineeth George, 2019) : Through human resource planning, companies can better utilize and select existing human resources by taking into account the number, qualifications, years of service, education and skills, talents and interests of employees. Through careful human resource planning, work effectiveness can be further improved if existing human resources are in accordance with company needs. Through human resource planning, the productivity of organizational and individual performance can be increased through their involvement in education and training. Through human resource planning, the determination of future workforce needs can be met appropriately. Through human resource planning, a number of requests for the use of manpower requirements can be met, both in terms of number, type, qualification, and competence. Through human resource planning, it will be easier for work program compilers for work units that handle human resources, such as procurement and enhancement of employee capabilities. I). Importance of Human Resource Planning  According to Binod Ghimire (2020), The importance of Human Resource Planning is :  Uncertainty Reduction: Globalization, New technology, Org. restructuring, and workforce diversity produce uncertainties. Matching demand and supply by determining future shortage and surpluses of human resources.  Objective Focused: HR plans are linked to overall corporate plan. This facilitates  better coordination for objective achievement.  Environmental Adaptation: HR requirements are identified through Job analysis. Evaluate competencies of current human resources and updated regularly so as to adjust changing environmental forces.  Acquisition of Human Resources: Facilitates recruitment and selection of employees. Also supports succession planning.  Utilization of Human Resources: Right man is made responsible for right job to ensure their productive utilization. Increase efficiency.  Control of Human Resources: HR planning sets standard according to which quality and quantity of employees are controlled.  J). Conclusion Organizations must plan to ensure that their human resource needs are satisfied. Human Resource Planning involves identifying staffing needs, forecasting available  personnel, and determining what additions or replacements are required to maintain a staff of the desired quantity and quality to achieve the organization’s goals. HRP is an important function for the growth and success of any business. HRP is about determining the future scope and nature of the work that needs to be done in the organization and putting plans in place to ensure that the organization meets these staff requirements. The overall goal of HR planning is to have the optimal amount of staff to make the most for the company. Thus, HR planning should be an integral part of every organizational planning. Source George, Vineeth. 2019. The Role of Human Resource Planning In The Human Resource Network. Journal.  Ghimire , Binod. 2020. Human Resource Planning. ResearchGate. Journal Hassan Danial Aslam, Mehmood Aslam, Naeem Ali, Badar Habib, & Madiha Jabeen. 2013. Human Resource Planning Practice in Managing Human Resource: A Literature Review. Journal Onez S. Deniz., Anderson, Neil., Viswesvaran, Chockalingam., &, Sinagil, Kepir Handan. 2018. Industrial, Work and Organization Psychology. Sage. Ebook Sean R. Valentine, Patricia Meglich, et al. 2017. 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