Manpower Planning

Organizations are growing in size each and every day, which in turn creates a high demand for employees. This outcome, however, needs a systematic approach to determine the right employee for the right position. The process has become so large that organizations need specialized help from Human Resource Management (HRM) departments to ensure that the requirements of the position are met. Therefore, the HRM department provides the function of job analysis in order to select the right individual for the position. "Job analysis is a complex and vital part of every HRM program, as well as an important systematic process used within an organization to determine future members of the workforce." Job analysis

In today 's competitive marketplace, all firms are seeking ways to improve their overall performance. One such method of improvement, recently adopted by many firms, is benchmarking. Benchmarking is a technique used to evaluate internal business processes. "In this analysis, managers determine the firm 's critical processes and outputs, baseline those processes, then compare the performance of each process against a standard outside the industry" (Bounds, Yorks, Adams, & Ranney 1994). To effectively improve a business process to world-class quality, managers must find a firm that is recognized as a global leader, not just the industry

Human resource planning is the process through which organizations identify current and future human resources needed for an organization to achieve its goals. It serves as a link between human resources management and the organization’s overall strategic plan.

One stage in the management of performance system is when managers evaluate employees’ performances and provide them with feedbacks. One of the purposes of this stage is to identify employees’ strengths and weaknesses. As a result, managers should be able to identify performance and training gaps.

A. Management of Workforce Capability and Capacity: Mr. Mantz likes to analyze the whole situation, knowing the environment, knowing the mission, vision, and goals. In analyzing the situation he said, “you’ve gotta understand the dynamics of the surroundings, which includes knowing your mission, vision, and goals. The workforce also becomes a key component, and you have to understand it very well

* Supply and demand; Organisation will have to look at supply of the talent. If the supply is low and demand high use of internal resources will be necessary by forward planning, supply of specialist training

Guideline word count 450 - 500 words A.C. 2.3 - Describe strategies used to predict and manage disruption in resource supply and the associated costs Task 5 Explain how the use of both human and physical resources is recorded. Provide examples of typical reporting arrangements for each and their frequency. Describe at least two different methods of comparing actual resource usage against forecast requirements and identifying variances. Discuss the subsequent forward planning that leads from identification of variances, including examples of actions that may be undertaken as a result. Use practical examples where possible. Guideline word count 650 - 700 words A.C. 3.1 - Review progress of actual resource use against planned resource use A.C. 3.2 - Discuss methods of recording and reporting resource use A.C. 3.3 - Explain methods of using resource information to inform future actions CMI Membership Benefits CMI is the only chartered professional body in the UK dedicated to management and leadership. Membership of the CMI is designed to work for you and your learners during management studies and then beyond this on a day-to-day basis to aid the overall progression of your management careers. There are many benefits of membership, but for you and your learners in particular this comes to life with our tailored online support - via HYPERLINK http//www.managers.org.uk/practical-support/study-support

(3 points) Is the allocation of tasks in (II) better than that in (I), from the point of view of the department manager? From the point of view of an applicant? Explain why or why not.

Benchmarking can be a successful tool to determine root causes and potential solutions to a problem. Benchmarking allows for an organization to compare themselves to others in the same field and gauge what works and hasn’t work for others. (Suttle, n.d.) One tool that can

Determining capacity is a very important of company day to day operations as it considers whether the amount of work that a company is putting out is capable of meeting supply and demand. Management must make correct decisions that consider product mix issues, whether or not processes and capacity can be improved without adding risky staffing or machinery investments, how to avoid bottleneck areas and whether quality is at expected consumer standards (Vonderembse & White, 2013).

In this part of work I will be evaluating what the costs and benefits of managing resource are. The resources I will be concentrating on will be the physical, human and technological.

Give examples of when you would want the following for a written job knowledge test: (a) a low coefficient alpha (e.g., a=.35) and (b) a low test-retest reliability.

A manager’s approach to the staffing ratio problem is by using numbers and facts. They use this information to balance and allocate budgets. However, they may not take into account how it may affect others. A manager is usually the one who will follow policies

Staffing is one of the most important things that an organization can do to bring success to the company. Without experienced manpower there are no completed tasks, or quality customer service. If a company hopes to hire qualified individuals, they must be aggressive, and plan a head in order to know the staffing needs of the organization.

Workforce planning is defined as efficient function that is belonging to human resource management. This is actually work in a proper system format to determine as well as identify needs of the organization with respect to their size, knowledge, type, and capabilities of their workforce to gain related objectives. (Samdahl, 2012)