“A person who feels appreciated would do more than what is expected.”

Manpower Planning is the most imperative for all the establishments especially during such wearisome times, when job losses and closures of ventures is in vogue. This assists in envisaging the impending requirements in terms of reserves with the organisation well before time so that at the least there remains some allowance for any preventive measures at the time of crisis. It’s an active process that requires constant updation of ins and outs of the industry and its requisites across the globe.

Organizational Objectives and Plans: The starting point of any activity in an organization is its objective which originates from vari­ous plans and policies that pro­vide direction for future course of action. Anticipation of future needs which prove helpful in planning ahead for the times ahead and retain competitive edge over others.

Forecasting of Manpower Requirement: The first essential step in Manpower Planning is the forecasting of manpower requirements for Human Resources in an organization over a period of time.

This requirement generally depends on the scale of operations of the organizations over the period of time under consideration.

Preparation of Manpower Inventory: The Human Resource inventory is not simply counting of heads available but cataloguing their present and future potentials. In view of the fact that human resources of an organization is classified as Managerial and Non-Managerial personnel.

Identification of Manpower Gap: The difference between manpower required at a particular time and the personnel being available at that time is the manpower gap. Because mere aggregate quantitative gap would not serve much purpose so the gap should be measured in respect of various types of personnel. Basically this gap may be of two types: surplus human resources and shortage of human resources. Precisely locating the cavity in the skill pool and downsizing the needs of the establishment, so that it isn’t affected with any catastrophe the industry.

Action Plans for Bridging the Gap:

Various action plans are devised to bridge the human resources gap. The surplus or shortage of human resources is normally due to improper manpower planning is the post or due to changes in organizational plans, such as divestment of business or closing down some businesses and because of some other reasons, action plans may be devised to prune their size as discussed above.

We are a veteran company in HR Consultancy domain and our team comprises of proficient and valuable experts who have assisted Team Recruiters gain benevolence in the industry with their constant efforts, services and innovations in the field of recruitment, placement, resume writing alongside other specialised facilities.

For us, Manpower Planning is all about placement of the right individuals at the right place at the right time and we actively look forward to check the skill gaps if created with constant up gradation, up skilling and transformations at times and support in fulfilling them to the best of the client needs.

• A systematic study of the job roles & processes to make the organisation a high performance organisation.
• A process of creating structure/bands/levels to enable successful strategy Implementation, respond to the changing environment & ensure clarity in an organisation.
• A comprehensive study of observable assessment of employee knowledge, skills & behaviour linked to specific competency levels. The analysis identifies the gray areas or the gaps where improvement is possible.
• A systematic process to identify, assess & develop employees to take up higher responsibilities within the organisation. It is an effort to ensure leadership for business growth & future expansion.