what is manpower planning and how does a HR manager perform this task?
Asked by SUE M
what is manpower planning and what are the main levels of manpower planning. what difference is there between a personnel manager and human resource manager. how does the HR deal with staff punctuality and absentism? what is job description, job directive, job pilot and job evaluation? what are the standard drafting proceedures used when advertising by the human resource manager?

Best Answer:
Basically there is no difference between personnel manager and human resource manager. Manpower planning may be defined as a process by which the management ensures that the right number and the right kind of people are at the right place and time and are doing the right things(for which they are best suited) for the achievement of organizational objectives.The Quantitative Aspect involves determination of the number of personnel required by the company. The number of employees is determined on the basis of work-load analysis and work-force analysis. Work-load analysis is based on production and sales budgets, time study and work scheduling. Work-force analysis is an analysis of the present manpower and its future potential.The Qualitative Aspect is concerned with the determination of the type of manpower required. HR enforces staff punctuality and absentism by following standing orders and enforcing the provisions in the orders. A job description is a list of the general tasks, or functions, and responsibilities of a position. The JOB directive is used to start a new job. It has a parameter which can be set to a text to identify the job Job evaluation is a practical technique, designed to enable trained and experienced staff to judge the size of one job relative to others

Wow! You have a lot of questions. I'll try to address each of them individually. Manpower planning is a tool used to determine how many employees a company needs to run efficiently. It's done by analyzing past hiring levels and turnover and using this information to try to anticipate future changes and needs. You have to take into consideration known changes like anticipated promotions, retirements, job transfers, production levels and such. This way you can always be sure that you are recruiting for enough workers to ensure they are hired at the optimum time. A personnel manager and a human resources manager are basically the same thing. The term 'personnel' is an old school expression. 'Human resources' is merely its contemporary replacement. As for punctuality and absenteeism, human resources typically deals with it based on whatever the company guidelines state. If your organization has an employee handbook, it should clearly outline what is expected with regard to an employee's responsibility for calling their supervisor if they are going to be absent or late. It should also outline what steps will be taken if they fail to comply. A job description is a formal description of each position's responsibilities. I've never heard of a job directive or job pilot; however, I am in the U.S. and perhaps this is something used elsewhere. As for a job evaluation, typically this is a method for comparing and ranking jobs in order to determine salary levels for each. Finally, I'm not exactly sure what you mean by "standard drafting procedures used when advertising," however, if you are asking if there are standards used to post a job advertisement, none that I am aware of. Each company writes their postings according to position and current need. Best of luck!
Answered by Deborah H