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Manpower planning

Manpower planning within an organisation is very critical in that, cases of either overstaffing or understaffing is detrimental in one way or another. The economies of scale for the business together with specialization orders are lost if the organisation is understaffed. On the other hand, if overstaffing is sustained, it becomes a waste and also expensive for the organisation. These factors are therefore part of the planning process being carried out by human resource development officers.

They ensure that the organisation’s workforce is certainly enough to meet the general duty requirement An assessment of the current and future workforce needs for the organisation is done in advance to ascertain the level with which the organisation can retain, select or reduce its workforce . Human resource management is hence utilized to balance the resources to be used for human resource development with a view to ensuring that the organisational structures and objectives are upheld. It also helps in providing a general picture or overview of the details of the present workforce.

These details may include; age, sex, number, forecast capabilities and experience. All these factors when taken into account will ensure that the organisation prioritizes workforce duties and their maintenance. Workforce planning also

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provides a critical analysis and statistical criterion of the human resource needs for the organisation. This will help the organisation plan for any future actions that are necessary to streamline operations within the organisation. Such actions may include, labour reductions, redundancy or retirement if possible.

As the organisation develops in its missions, it requires more and more strict workforce planning. Human resource development therefore assists the management of any organisation to foresee future shortages, excesses or needs in terms of employee management. Recruitment and selection of employees is an important task for any organisation. Any management would want to have the best people in the market with better experience, skills and knowledge to work with the organisation’s management in meeting competitive market today.

Due to increased competition, organisations are restructuring their department to meet challenges posed upon by the increasing number of competitors in the market. The sales force for example, is today needed to be very aggressive, outgoing and innovative to measure other companies’ standards. The more you have a skilled workforce the better for the company. Employee recruitment, training and selection The best method an organisation can directly improve its financial performance in the first place is to employ, select and train the right people.

The best strategic practice to achieve this is to perform what is normally referred to as job-fit practice. This practice is useful to organisations which do not want to have their employees undergo extensive training but rather conduct their duties right away using their skills gained elsewhere. Another strategy is person-organisation fit practice. In this case, the organisation seeks to recruit and select persons with good morals who are able to meet the organizations’ values, culture and structure. Human resource management practices have been utilized to measure the analysis of the task to be done.

These practices will guide the management to select persons with desirable attitudes and characteristics suitable for the job description. To ensure that this process becomes a success, some organizations are seeking services from expert recruiters to assist them get the best in the market. Although the process might be very expensive for the organisation, it is considered to be worth the cost . This human resource practice is done with a sensible objective that will encourage potential employees to show up for the selection. It can be done by offering good remuneration package and other benefits.

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