LONG-TERM MANPOWER PLANNING

 

LONG-TERM MANPOWER PLANNING


There may be two forms of Man Power Planning:

 

(A) Short-term Man Power Planning, and

(B) Long-term Man Power Planning.


Long-Term Man Power Planning

 

Long-term Man Power Planning may be for two years or more, There are two more objectives of Long-term Man Power Planning :


  1. To bring uniformity in different employees and officers and their jobs in the future,
  2. To arrange for capable employees for the posts to be vacated in the future.

 

The following are the  functions performed in Long-term Man Power Planning:


  • To estimate the manpower requirements. An estimation is made regarding the employees and officers required in the enterprises in the future. The abilities and experience of such employees are also determined.

  • Estimation of the suitability of present employees for the Posts to be vacated Future. A very important function of Long-term Man Power Planning is to estimate the suitability of present employees of the enterprise for the posts to be vacated in the future. The abilities, capabilities, and experience of present employees of the enterprise are evaluated keeping in view the requirements of these posts because it is better to fill up the future posts with the present staff. It is also decided whether any training will be required for enabling the present staff for future posts.

  • Planning for the individual development of employees. Man Power Planning includes for the posts to be vacated in the future and arranging for the proper training to them so that they may be promoted to the future and they may discharge their duties properly. posts to be vacated in the


Both Short-term and Long-term ManPower Planning are very important for an enterprise. Short-term Man Power Planning meets the immediate needs of an enterprise while Long-term Man Power Planning estimates the needs of the enterprise for the future and arranges for the best workers and employees for the future.



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