What is the difference between manpower planning and human resource planning

What does that look like? It depends on a variety of factors, but here are a few possibilities:. They just address different sides of the same problem: making sure the skills you need are available in the workforce, and then shaping your work culture to be attractive to the employees who have those skills. You must be logged in to post a comment. The millennial workforce has an unprecedented level of mobility: Research indicates that more than a fifth of all millennials in the workforce have switched jobs within 12 months.

Unlike manpower planning, HRP not only looks at current numbers of employees but also examines each individual of an organization. Human Resource Planning concentrates a lot on making the employee feel happy in their place of work through different motivation techniques. Human Resource Planning also concentrates largely on staff training believing that the continued development of employees is vital for the future of the company.

As mentioned previously, manpower planning is mainly concerned with forecasting, supply and demand, and matching manpower resources to different areas of the organization. Although manpower planning differs from human resource planning, some of the techniques have been carried over to help build upon HRP within organizations.

Human resource planning looks at certain areas of the external environment, internal supply and demand and matching the demand and supply. It is concerned with long term strategic planning of human resources with the increase of skill through training staff and motivation ensuring that the organization gets the best of the human resources. Human resource planning also deals with forecasting and successful planning. The food retail company in Northern Ireland, Crazy Prices has implemented human resource management over the over the last number of years.

All staff within the company whether full or part time must be fully trained for each post and reviewed. Training has become a very important issue for the Crazy Prices group, as they believe they can get the best out of their staff if they fully understand the job at hand. The company also believes that it is very important that the employee is satisfied with their job and working conditions. Since Tesco bought over the company, all employees have been involved in meetings letting them know exactly what was happening and offering as much information as possible, as each and every employee was equally important and had every right to know what was going on.

Below is a diagram showing how human resource planning is implemented throughout an organization. As shown the plans for human resource planning are cyclical and continuous. This shows that the process is on going throughout the company. Human resource planning has a less deterministic view of strategy than manpower planning which plans were established with reference to a predetermined strategy over a long term.

The long-term strategy behind human resource planning is more concerned with the skill, quality and cultural change rather than statistical and performance needs of strategy [3]. Human resource planning has also built on manpower planning through some of the methods described.

Manpower planning as mentioned earlier has dealt with investigating, forecasting, planning and utilizing. The manpower approach has been more statistically involved and less involved with the actual employees as people rather than just numbers in certain departments.

Human resource planning also involves the investigation stage whereby the strategy is formed into a human resource plan and a more qualitative view of the people within the organization is looked at in greater depth. From this HRP is concerned with developing these people that is not looked at as greatly within the manpower planning process.

In recent years more attention has been given to the importance of planning human resources. The term Human Resource Planning has been used for this process which has taken over from manpower planning. As outlined within the essay, human resource planning had been developed from the traditional manpower planning process that was first introduced to deal with the demand and supply of labour needs within an organisation.

Human resource planning was formed also to deal with this taking into account the actual people within the business as individuals who needed both motivated and trained for the individual posts.

Task One. Early work into business succession by authors such as Christensen , Gouldner , Trow , and Guest helped to fuel its dissemination into a wider management context, which in the present day encompasses leadership planning, change management, human resources, and indeed almost any area of business.

Why do some organizations require relatively complex and comprehensive HR planning systems than do others? Planning means looking ahead and chalking out the future courses of actions to be followed. The ongoing process of systematic planning to achieve optimum use of an organization 's most valuable asset is human resources department. The objective of human resource HR planning is to ensure the best fit between employees and jobs, while avoiding manpower shortages.

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