SHORT-TERM MANPOWER PLANNING

 

SHORT-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


Short-Term Man Power Planning


Short-term Man Power Planning means preparing the plans for a period of fewer than two years. Short-term man Power Planning can again be divided into two parts for convenience 


(a) Matching the present employees with their objects and 

(b) Filling the vacancy with the present staff.


(a) Matching the Present Employees with the Job- 

The question of matching the present employees with their job arises in the following two conditions :


  1. When the abilities of present employees are less than the required abilities for their posts;
  2. When the abilities of present employees are more than the abilities required for their posts. 

The Man Power Planning in both these conditions is prepared and implemented in the following manner:


1. When the abilities of present employees are less than the abilities required for their posts: 

If the abilities of the present, employees are less than the abilities required for their posts, any   of the following steps may be taken by the management:


Change in employees- The easiest way out in this condition iS to change the employees from the post for which they are not capable and other employees having the required ability may be transferred to that post.


Change in Job- The second way out in this condition is to change the job of the employee and to allot him a job for which he is capable.


Change in both the employees and job- Under this step, the employee of less ability may be sent for training and the work of that employee may be associated with the work of any other employee.


Termination of service of employees- If the employee does not meet the requirement of the post even after getting the training, the only way out is to terminate his services.


To Appoint an assistant- One way out to solve the problems may be to appoint an assistant for the employees so that both of them may perform the duties of the post jointly and with the co-operation of each other.

 

2. When the abilities of present employees are more than the required abilities for their posts:

If the abilities of present employees are more than the abilities required for their posts, any of the following steps may be taken by the management.


Change in Job- The very first step iS to change the job of such an employee and to allot him a job involving higher responsibility so that the proper utilization of his ability may be made possible.


To assign additional work- Another way out of this condition is to assign additional work to such employees so that their ability may be fully exploited.


To assign a new plan- Such employees may be assigned a new plan also.

 

(b) Filling the Vacancies with the Present Staff- 

If any vacancy arises in the enterprise due to any reason, efforts must be made to fill such vacancy with the present staff of the enterprise. It develops the abilities and responsibilities of the employees and increases their morale. The following precautions must be observed while doing so:


  1. Only the capable person must be promoted to the vacant post.
  2. If there is more than one employee suitable for the vacant post, the employee possessing the maximum qualification and experience must be promoted.
  3. Arrangements must be made for proper training of the promoted employee if there is any need for it.
  4. The appointment for a vacant post must be made well in advance by the estimated vacancy before it arises.

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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