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:
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