Inscrivez-vous ou connectez-vous pour rejoindre votre communauté professionnelle.
Also Explain the processes associated with Manpower inventory?
Manpower inventory is specially seen in IT industry or very rarely in manufacturing where there are extra people hired in case the people responsible go on a leave or resign.
Information is intended for a particular class or degree of functional or number of employees in an organization or a particular sector
Hello Team,
Human Resources planning is a process by which management determine how the organization should move from its current manpower position to its desired manpower position. Through planning, management strives to have the right number and the right kinds of people, at the right place, at the right time, doing things, which result in both organization and the individual receiving maximum long-run benefits. It is four-phased process. The first phase involves the gathering and analysis of data through manpower inventories and forecasts, the second phase consist of establishing manpower objectives and policies and gaining top management approval of these. The third phase involves designing and implementing plans promotions to enable the organization to achieve its manpower objectives. The fourth phase in consumed with control and evaluation of manpower plans sent programs to facilitate progress to benefits both the organization and the individual. The long run view means that gains may be sacrificed in the short run for the future grounds. The planning process enables the organization to identify what its manpower needs is and what potential manpower problems required current action. This leads too more effectively and efficient performance.Regards,
Saiyid
in IT industry.......................
The term ‘inventory‘ is often used in relation to counting of tangible objects like raw materials, goods in progress, or finished products, etc. In manpower inventory, the items are intangible.
It involves cataloguing the characteristics of personnel in the organisation, besides counting their number. Both present and future characteristics of personnel are recorded in the manpower inventory. It involves the following steps:
1. The first step in manpower inventory is to decide who should form a part of it. Generally, inventory is prepared for persons working on important posts—the executives and some persons from the operative staff are covered in it. From operative staff only those persons are included in inventory who have the potential of taking up higher responsibility posts.
2. After determining the persons to be included in manpower inventory, the second step is to collect information about them. Some information may be collected from records while some may be collected through interview or talks with the concerned persons.
The factual information such as age, experience, education, health, appraisal reports, attitude, etc. will be noted from the records. The brief interviews with persons will help in understanding his caliber, attitude, aspirations, motives, etc.
A summary statement of information is prepared about each person and is kept ready for consultation. The information will help management to find out the suitable persons in the organisation for taking up senior positions in future. This will also enable management to determine whether persons from outside will be required in future or not.
3. The next step in manpower inventory is to appraise the talent catalogue. The present and future capabilities of persons are assessed. Some scale is prepared for appraising the persons.
Besides appraisal tests, remarks about persons are also given. The remarks may relate to their talent, decision-taking ability, training required, specific limitations, etc. Besides appraisal tests, specific remarks are useful in picking up persons for future positions.
The manpower inventory will enable manager to know the present and future potentialities of all individuals and their suitability for various jobs.
Manpower inventory analysis provides information about the present and potential manpower of the organization. It is necessary to have data about manpower available with the organization so that,
1) It will enable timely and quick replacement.
2) It will ensure proper placement.
yes by sorting candidate and make ur wait list to choose it in perfect time
Agree with Mr. Nitin Choudhary<<<<<<<<<<<<<<<<
I apologize for the answer, I leave the answer to experts specialists in this field that's not my specialty field
Yes this term is very much in use.
