Need For Manpower Planning


Manpower planning (sometimes referred to as Personnel Planning, HR Planning, Workforce Planning or Human Capital Planning) is a form of supply and demand management aimed at reducing the incidence or risk of either surplus (which could result in inefficiency) or shortage (and therefore ineffectiveness) of relevant kinds of workforce in an organisation.

Bennett (1995) define Human Capital Planning as an attempt to forecast how many and what kind of employees will be required in the future, and to what extent this demand is likely to be met”.

Oriloye (1999), says Manpower Planning is a “strategy for the acquisition, utilization, improvement and return of the enterprise’s human resources”

Manpower Planning estimates the (uncertain) demand for each grade and skills of employees; estimates the (uncertain) supply of labour of the appropriate grades and skills and where there is discrepancy between demand and supply, takes appropriate measures that will reduce demand or improve the supply.

Ojo (1998), says the objectives of manpower planning can be divided into two broad objectives:

A). To provide for the present and future personnel needs of an enterprise both quantitatively and qualitatively; and

B). To ensure the optimum use of personnel currently employed.

Genuine Manpower Planning will:

  1. Ensure recruitment and retention of required quantity and quality of human capital;
  2. Assist management in forecasting labour turnover, minimize it and improve employee welfare;
  3. Ensure appropriate improvement in the standards, knowledge and abilities of employees;
  4. Give appropriate/ exact profiles of workers with regards to their ages, sexes, tribes etc;
  5. Give accurate statistics of manpower at the macro level and enable government plan for the employed and unemployed in the society;
  6. Aid in management succession plan;
  7. Anticipate the impact of technological changes and make plans to upgrade existing and future skills needed;
  8. Provide information necessary to meet diversification;
  9. Allow for easy replacement of employees who retire, die, resign or are dismissed from the enterprise;
  10. Assess shortages or surpluses of labour and also reconcile same;
  11. Assist in manpower budgeting
  12. Ensure optimum human resource utilization;
  13. Foster cordial industrial relations;
  14. Minimize the incidence of non-availability of the required labour force for the organization.

Manpower planning is a dynamic process that requires continuous adjustment since the goals and objectives of organizations are not stable and its environment are uncertain.


Contributed by Agolo Uzorka

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