Overview of Human Resource Planning Processes in Organisations

1. Manpower Planning
Dr. Elijah Ezendu
FIMC, FCCM, FIIAN, FBDI, FAAFM, FSSM, MIMIS, MIAP, MITD, ACIArb, ACIPM,
PhD, DocM, MBA, CWM, CBDA, CMA, MPM, PME, CSOL, CCIP, CMC, CMgr

2. “Manpower planning is the system of
matching the supply of people-
internally (existing employees) and
externally (those to be hired or
searched for)- with the openings the
organisation expects to have over a
given time frame.”
- Lloyd Byars & Leslie Rue

3. Manpower planning enables an
organisation to get hold of the right
number and class of people
required for operations within a
defined timeframe.

4. Reasons For Manpower Planning
• Projection of corporate objectives unto human
resource objectives
• Forestalling shortage of workers
• Ensuring sufficient skill pool
• Employee career development
• Succession planning
• Boost human capacity utilization
• Development of effective attraction and
retention systems
• Build up highly skilled and flexible workforce
• Managing short and long term requirements
• Avoidance of wrong-sizing
• Purposeful competitiveness in human capital

5. Trends that Influence Manpower Planning
• Staff Turnover
• Employee Advancement
• Business Growth
• New Skill Requirements
• Obsolescence of Current Skills
• Labour Costs
• Migration Force
• Locally Induced Competition
• Foreign Direct Investment Surge
• Social Changes
• Technological Changes
• National Economy
• Ethical Pressure
• Legal Framework
• Demographic Changes
• Disruptive Innovation

6. Contemporary Steps in Manpower Planning
Ascertain organizational objectives
Determine impact of organizational objectives on each
department, section and unit
Find out the KSA required to achieve stated objectives
Ascertain net manpower requirements
(Future manpower requirements at specific time less
current manpower level)
Establish resourcing action for mitigating against gap
Determine type and number of human resources
required to achieve stated objectives
Skills
inventory
Predictable
changes
Deaths,
Promotions,
Resignations,
Transfers,
Discharges,
Retirements
Furlough,
Attrition,
Discharge
Recruitment,
Selection,
Development
Negative Positive

7. The Process of Human Resource Planning
Business Strategic
Plans
Work Environment
Analysis
Scenario Planning
Resourcing Strategy
Human Resource
Plans
Demand/ Supply
Forecasting
Resourcing Productivity
Operational
Effectiveness Analysis
Labour Turnover
Analysis
FlexibilityRetention
Work Environment
Source: Michael Armstrong, A Handbook of Human Resource Management Practice

8. Components of Skills Inventory
• Bio-Data
• Job History
• Work Experience
• General Education
• Professional Qualifications
• Training History
• Achievements
• Skills
• Future Assignments (Company & Personal Preferences)
• Medical History
• Talent Summary Pinpointing Levels of Relevance,
Scarcity, Uniqueness, Risk of Absence, Contributory
Performance Index and Aggregate Intellectual Value

9. Ascertaining Future Manpower Requirements
• Delphi method
• Scenario planning
• Ratio trend analysis
• Computer simulation
• Labour demand and supply analysis
• Work study techniques

10. Resourcing Action
• Retention Support Scheme
• Retraining
• Learning & Development
• Using Expatriate Workers
• Grooming Bonded Workers
• Outsourcing
• Recruitment & Selection
• Furlough
• Attrition
• Redundancy
• Downsizing
• Workers Exchange Alliance

11. Manpower Supply
Internal labour
market
External labour
market

12. Flexibility Plan
• Contract workers
• Outsourcing
• Shift workers
• Job sharing
• Commission based workers
• Overtime arrangements
• Teleworking

13. Manning Template
This is structured to show the
required levels of manning per unit/
section/ department at various
growth levels.
It serves as a control measure for
implementing rightsizing
organisation-wide.

14. Common Problems in
Manpower Planning
• Lack of understanding
• Top management buy-in
• Trouble of techniques
• Relationship with Organizational Plan
• Initial effort demand
• Assumption
• Misinformation

15. Regular Reports from Departmental Heads
• Staff Turnover Rate
• Absentee Rate
• Difficult-to-fill jobs
• Demand for Training Programmes
• Trained employees who are proficient
but not positioned to use acquired skills
effectively
• List of outstanding employees and their
aggregate abilities

16. Succession Planning Chart
Position: Manager (Marketing)
Incumbent: John Tunde
Back up: Spencer Grace
Position: Asst. Manager (marketing)
Potential/ Promotability: HP PN
Position: Asst. Manager (Marketing)
Incumbent: Spencer Grace
Potential/ Promotability: HP & PN
Back up: Simeon Banjoko
Position: Marketing Executive
Potential/ Promotability: HP & PN
Position: Asst. Manager (Marketing)
Incumbent: Richard Ayinde
Potential/ Promotability: MP & P3
Back up: Bumi Hanson
Position: Marketing Executive
Potential/ Promotability: HP & PN
Position: Asst. Manager (Marketing)
Incumbent: Ayeni Frank
Potential/ Promotability: LP & P1
Back up: NBU
Position:
Potential/ Promotability:

17. Dr Elijah Ezendu is Award-Winning Business Expert & Certified Management Consultant with expertise
in Interim Management, Strategy, Competitive Intelligence, Transformation, Restructuring, Turnaround
Management, Business Development, Marketing, Project & Cost Management, Leadership, HR, CSR, e-
Business & Software Architecture. He had functioned as Founder, Initiative for Sustainable Business
Equity; Chairman of Board, Charisma Broadcast Film Academy; Group Chief Operating Officer, Idova
Group; CEO, Rubiini (UAE); Special Advisor, RTEAN; Director, MMNA Investments; Chair, Int’l Board of
GCC Business Council (UAE); Senior Partner, Shevach Consulting; Chairman (Certification & Training),
Coordinator (Board of Fellows), Lead Assessor & Governing Council Member, Institute of Management
Consultants, Nigeria; Lead Resource, Centre for Competitive Intelligence Development; Lead
Consultant/ Partner, JK Michaels; Turnaround Project Director, Consolidated Business Holdings Limited;
Technical Director, Gestalt; Chief Operating Officer, Rohan Group; Executive Director (Various Roles),
Fortuna, Gambia & Malta; Chief Advisor/ Partner, D & E; Vice Chairman of Board, Refined Shipping;
Director of Programmes & Governing Council Member, Institute of Business Development, Nigeria;
Member of TDD Committee, International Association of Software Architects, USA; Member of Strategic
Planning and Implementation Committee, Chartered Institute of Personnel Management of Nigeria;
Country Manager (Nigeria) & Adjunct Faculty (MBA Programme), Regent Business School, South Africa;
Adjunct Faculty (MBA Programme), Ladoke Akintola University of Technology; Editor-in-Chief, Cost
Management Journal; Council Member, Institute of Internal Auditors of Nigeria; Member, Board of
Directors (Several Organizations). He holds Doctoral Degree in Management, Master of Business
Administration and Fellow of Professional Institutes in North America, UK & Nigeria. He is Innovator of
Corporate Investment Structure Based on Financials and Intangibles, for valuation highlighting
intangible contributions of host communities and ecological environment: A model celebrated globally
as remedy for unmitigated depreciation of ecological capital and developmental deprivation of host
communities. He had served as Examiner to Professional Institutes and Universities. He had been a
member of Guild of Soundtrack Producers of Nigeria. He's an author and extensively featured speaker.

18. Thank You