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How is Manpower planning and recruitment done?

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2010-07-16 09:53:43
2010-07-16 09:53:43

First make a list of your business work segments. In other words, make a list of what your business needs in order to accomplish its goals. Example: Opening an automotive repair business. Cars & light trucks. Goals: A/C, brake flushes, power steering flushing, transmission flushes, engine & transmission replacement, and general repairs on both foreign and domestic vehicles. Size of your facility. Eight bays. Your list might include: 1.ASE technicians certified in air conditioning, brakes, transmissions, engines, heavy line, Honda, Ford, Toyota, etc.; 2. Accountant, 3, General office help, 4. Shop Manager; 5. General shop labor employees. Recruiting these individuals. Employment agencies specalizing in your field of work. Technical colleges. Placing employment ads in major cities along with your local paper. Seek out those around you that have access to information regarding mechanics,such as Snap-On Dealers, NAPA stores and other car dealership. These individuals will know which shops are busy, which shops are having problems with their mechanics, and they will also know who is on the top list of great mechanics at local businesses. Of course, once you find out who is a quality techanician you can go directly to him and make an offer.

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Related Questions


Recruitment is a process of searching for prospective candidates and attract them to apply for jobs in an organisation. Generally it involves manpower planning and manpower sourcing, interviewing, testing, arrange pre-employment medicals and facilitate employment contract.

There is absolutely no difference between manpower planning and workforce planning.

Manpower planning - best utilisation of power of man or worker called manpower planing. we can say that "How much mans are required for finish a particular job" is called manpower planning.

Manpower planning requires optimal use of the manpower in the industry. The biggest limitation is that optimal use of manpower is not being used in most industries.

Manpower planning is a procedure or tool for forecasting the number of workers a company will need in future years. It is a traditional function of a human resources department. If you are referring to the company Manpower Planning, then the difference would be external planning as opposed to internal HR planning. You'd essentially be outsouring the job to someone else. The methods of forecasting, whether done by an independent analyst at Manpower or an internal HR manager, are basically the same.

Managers interested in manpower planning so that they know who will be available to be allocated to which tasks at what time.

There are a few things one can do in order to apply for a job at Manpower. One course of action would be to fill out an application on the official Manpower website. If one wishes, one may also go to a local Manpower Recruitment office and ask for an application in person.

career planning is when you plan to take some of the workers to further their studies while manpower planning is when you plan to fill vacant position by relevant candidates.

Manpower relates to the number of employees. For educational planning, teachers, aides and possibly security or a principal is needed.

Manpower planning is a process of assessing the need for manpower keeping in view the overall Organizational objectives and policies, forecasting the supply of manpower and matching the demand and supply with the help of various manpower programmes. It also consists of overseeing implementation and evaluation of the plan and final integration with the other human resource plans. The steps required in manpower planning: 1. Examining organizational objectives and policies 2. Assessing manpower demand 3. Forecasting supply of manpower 4. Gap analysis 5. Designing manpower programmes 6. Manpower plan implementation 7. Evaluation and feedback

There is a big difference between manpower planning and human resource planning. In HRP the managers concerned with motivating people - a process in which cost,numbers,control and systems interact and play a part. In Manpower planning the managers concerned with the numerical elements of forecasting supply,demand matching and control ,in which people are a part.

There are two types of manpower planning, on the basis of time span, i.e., short term manpower planning and long term manpower planning.short term manpower planning as the name suggests is made for a short time, i.e., for a period of not more than two year.long term manpower planning is concerned with all jobs and persons at once- with matching total available personnel in the organization to total job requirement. it is concerned with fulfilling future vacancies, rather than mathing the present incumbents to present job requirement.

Manpower planning is planning of an organization is to have right number of people with right skills and abilities at right place and at right time. The disadvantages of manpower planning is cultural shift, i-e some employees are inflexible and work in the way they were originally trained. secondly, large investment is needed for training, that can be unsuitable for small businesses.

Manpower planning helps efficiency to a degree. Not enough to be 'nit-picking' , yet enough that the job progresses daily at a planned rate.

Short term manpower planning is concerned with the process of matching existing employees with their present jobs so as to perform efficiently. Long term manpower planning, on the other hand, involves adjustments that covers a longer period like 15 to 20 years.

A questionnaire on manpower planning is essential for purposes of getting a task completed. It should capture details that will help management get the right people with the right skills at the right place.

HR planning and recruitment process goes hands in hands with each other. HR planning allows the HR managers to do complete analysis of organizational HR needs. It tends to determine the gap between the supply and demand of labor in the organization which helps to analyze the need for recruitment in the departments. The purpose of recruiting greatly depends on the objective of recruitment which is decided in Human Resource planning. The organizational strategy may determine the need for young employees to change the organizational structure for which they ask HR department to conduct a recruitment process for hiring young graduates only. Therefore HR planning and the recruitment process are highly related to each other.

Vivian D. O. Patterson has written: 'Application of manpower requirements approach to educational planning in Guyana' -- subject(s): Educational planning, Manpower policy

Richard C. Grinold has written: 'Manpower planning models' -- subject(s): Mathematical models, Manpower planning 'Integrating Hedge Funds into a Private Wealth Strategy'

A. J. Moulin has written: 'Manpower planning'

Manpower is the term used to signify the usage of men and the effort of those men to get something done. For ex: If I were managing a construction project, the people who are involved in constructing the building are my manpower and am using them to get my work done

Prahlad Kumar has written: 'Socio-economic dimensions of manpower planning' -- subject(s): Demographic aspects of Education, Education, Education and state, Higher Education, Manpower planning, Vocational guidance

give the link between human resource planning, succession planning and internal recru,itment


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