Manpower Planning

Dr. Elijah Ezendu

FIMC, FBDI, FCIM, FIIAN, FAAFM, FCCM, MIMIS, MITD, ACIArb, ACIPM,
PhD, DocM, MBA, CWM, CMA, CBDA, CMC

Manpower planning is the system of

matching the supply of peopleinternally (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

Manpower planning enables an

organisation to get hold of the right
number and class of people
required for operations within a
defined timeframe.

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

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

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

Deaths,
Promotions,
Resignations,
Transfers,
Discharges,
Retirements

Predictable
changes

Determine type and number of human resources

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

Furlough,
Attrition,
Discharge

e
tiv
ga
e
N

Po
sit
ive

Recruitment,
Selection,
Development

Skills
inventory

The Process of Human Resource Planning

Business Strategic
Plans

Resourcing Strategy

Scenario Planning

Demand/ Supply
Forecasting

Labour Turnover
Analysis

Work Environment
Analysis

Human Resource
Plans

Operational
Effectiveness Analysis

Resourcing

Retention

Flexibility

Productivity

Work Environment

Source: Michael Armstrong, A Handbook of Human Resource Management Practice

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

Ascertaining Future
Manpower Requirements

Delphi method
Scenario planning
Ratio trend analysis
Computer simulation
Labour demand and supply analysis
Work study techniques

Resourcing Action

Retention Support Scheme

Retraining
Learning & Development
Using Expatriate Workers
Grooming Bonded Workers
Outsourcing
Recruitment & Selection
Furlough
Attrition
Redundancy
Downsizing

Manpower Supply

Internal labour
market

External labour
market

Flexibility Plan

Contract workers
Outsourcing
Shift workers
Job sharing
Commission based workers
Overtime arrangements
Teleworking

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.

Common Problems in
Manpower Planning

Lack of understanding
Top management buy-in
Trouble of techniques
Relationship with Organizational Plan
Initial effort demand
Assumption
Misinformation

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

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:

Dr. Elijah Ezendu is a multidisciplinary professional whosebusiness experience mounts through diverse fields. He
is a Certified Management Consultant, licensed by International Council of Management Consulting Institutes
which has a Special Consultative Status in United Nations Economic and Social Council. As a result of his
strides in management consulting, he received Merit Award for Excellence in Consulting. He is CEO, Shevach
Consulting; Lead Assessor and Member of Governing Council, Institute of Management Consultants; Second
Vice President and Member of Governing Council, Certified Institute of Cost Management; Director of Training,
International Council of Business Development Professionals; Editor-in-Chief, International Journal of Business
Development. He holds a doctoral degree in Management from St. Clements University, British West Indies.
He is a Chartered Manager certified by Canadian Institute of Management, Canada andholds numerous
professional qualifications includingFellow, Institute of Management Consultants; Fellow, Certified Institute of
Cost Management; Fellow, Institute of Business Development; Fellow, American Academy of Financial
Management; Fellow, Institute of Internal Auditors; Member, Nigerian Institute of Training and Development;
Associate, Chartered Institute of Personnel Management of Nigeria; Associate, Chartered Institute of
Arbitrators (Nigeria). He is an information technology managementprofessional certified by Institute for the
Management of Information Systems, UK along with Microsoft Corporation, USA and standsas a Member of
International Association of Software Architects. Moreover, he is a Certified Business Development Analyst
with uncommon aggregate competence in Competitive Intelligence, Alliance Development, Mergers and
Acquisition, Turnaround Management, Business Modelling, Negotiation, Customer-Centricity, Team
Management, Arbitration, Business Development, Infonomics, e-Business, Human Resource Management,
Corporate Learning & Development, Organizational Development, General Management, Strategic Cost
Management, Lean Business, Outsourcing, Franchising, Intellectual Capital Management & Patent Strategy,
Business Process Reengineering, Supply Chain Management, Executive Search, Performance Management,
Business Research, Internal Control, Business Strategy, Change Management, Globalization, Diversity,
Leadership, Social Impact & Non-profit. He is an outstanding motivational speaker with a knack for
recalibration of positive influence; and a top-notch consultant, who has functioned as Speaker/Facilitator at
myriad programmes of professional institutes, private and public firms including extra-governmental agencies
and institutions. He is a prolific writer and author who had served as Editor-in-Chief, Cost Management
Journal; Director of Programmes and Member of Governing Council, The Institute of Business Development;
Part-Time Lecturer & External Examiner (MBA Programme), Ladoke Akintola University of Technology; Director
of Programmes (Nigerian Center), Management Institute of Canada; Chief Operating Officer, Rohan Marine;
Examiner to various Professional Institutes; and Nigerian Representative of some International Organizations.

Thank You

Dr. Elijah Ezendu

Shevach Consulting, Lagos, Nigeria
elezendu@yahoo.com, 234 8033024596