SALES FORCE MANAGEMENT

MAN POWER PLANNING

DEFINITION Man Power Planning is the process including forecasting, developing, and controlling by which a firm ensures that it has right number of people & right kind of people at the right places, at the right time doing work for which they are economically useful.

FEATURES

Well Defined Objectives Determining Personnel Needs Having Man Power inventory Adjusting Demand and Supply Creating Proper Work Environment

NEED, IMPORTANCE, FACTORS AFFECTING MPP

Expansion Plan Retirement Vaccancies Reduction in Labour Turnover Reduction in Labour Cost Uninterrupted Production Technological changes To Determine Shortage & Surplus of Staff

OBJECTIVES OF MPP
Accurate Assessment of Man Power Requirement Optimum Utilization of Human Resource Helpful for Recruitment, Selection & Training. To Avoid Delay in Production Assess the Surplus & shortage of Human Resources

TYPES OF MAN POWER PLANNING

SHORT TERM MAN POWER PLANNING LONG TERM MAN POWER PLANNING
1.
2. 3. 4.

Projection of Man Power Requirements Stock Taking of Existing Personnel in the Organisation Recruitment & Selection Man power Development & Training

PROCESS OF MAN POWER PLANNING

1.
2. 3. 4. 5. 6. 7.

Preparation of Man Power inventory Forecasting Man Power Needs Preparation of Man Power Charts Preparation of Man Power Plan Employment Programme Analysis of Objectives & Strategic plans Appraisal of Man Power Planning Process

LIMITATIONS OF MAN POWER

PLANNING

In Accuracy Resistance of employees Insufficient Human Resource Information Time Consuming Process & Expensive Non-involvement of top level management Constraint

RECRUITMENT AND SELECTION

RECRUITMENT
DEFINITION Recruitment is a process of searching for the prospective employees & stimulating and encouraging them to apply for jobs in an organisation. - Edwin B Flippo

SOURCES OF RECRUITMENT

INTERNAL

EXTERNAL
(outside the organisation)
* Recruitment at Factory Gate * Casual Callers * Advertisement

(within the Organisation)

* Transfer * Promotion - Merit Based

- Seniority Based
* Referrals * Former Employees

* Employment Exchange
* Management Consultant * Educational Institution * Labour Contractors

* Telecasting
* Poaching * Unsolicited Applicants * Walk-ins, Write-ins & Talk-ins.

METHODS OF RECRUITMENT
I.
1. 2. 3. 4.

DIRECT METHOD
SCOUTING EMPLOYEE CONTACT MANNED EXHIBIT WAITING LIST

II.

INDIRECT METHOD Advertising in newspapers, radios, professional journals, technological magazines & broachers. THIRD PARTY METHOD
1. 2. 3. 4. 5. 6. 7.

III.

PPRIVATE EMPLOYMENT AGENCIES STATE OR PUBLIC EMPLOYMENT AGENCIES EMPLOYEE REFERENCE CASUAL CALLERS EMPLOYMENT AT FACTORY GATE VOLUNTARY ORGANISATION COMPUTER DATA BANK

RECRUITMENT PROCESS
1. 2. 3.

4.
5.

Recruitment Planning Development of Strategy Searching Screening Evaluating the effectiveness of recruitment process.

FACTORS AFFECTING RECRUITMENT PROCESS

INTERNAL FACTORS
1.
2. 3. 4.

Recruitment policy Size of the Organisation Recruitment Cost Growth & Expansion

EXTERNAL FACTORS
1. 2.

3.
4. 5. 6.

Demand & Supply of Skilled Workers Unemployment problem Government Policy Labour Market Sons of the Soil Organisational Image

SELECTION

DEFINITION Selection is a process in which candidates for employment are divided into two classes those who are to be offered employment and those who are not -Dale Yoder

SELECTION PROCESS
1. 2. 3.

Reception Preliminary Interview Blank Application Form

1. 2. 3. 4. 5. 6.

Bio data Educational Qualification Work Experience Co- curricular Activities Reference Salary Demanded

4. 5. 6. 7. 8. 9. 10. 11.

Selection Test Selection Interview Checking Reference Final Selection Physical Examination Job Offer Contract of Employment Evaluation

JOB ANALYSIS

Job Analysis is a detailed & systematic study of jobs to know the nature & characteristics of the people to be employed on various jobs. DEFINITION Job Analysis is a process of studying & collecting information relating to the operations & responsibilities of a specific job - Edwin B Flippo

OBJECTIVES OF JOB ANALYSIS

Work Simplification Establishments of Standards of Performance

Support to other Personnel Activities

PROCESS OF JOB ANALYSIS

Organising & Planning for the programme. Obtaining Current Job Design Information. Conducting Needs Research. Establishing Priorities in the Jobs to be Analysed Collecting job data Redesigning the Job Preparing Job Description & Job Classification Developing Job Specification

TECHNIQUES OF JOB ANALYSIS

Questionnaire Method
Observation Method Interview Record Critical Interview

Job Performance

LIMITATIONS (PROBLEMS) OF JOB ANALYSIS

Lack of support from Top Management

Single Method Lack of Training and Motivation

PRODUCTS OF JOB ANALYSIS

Job Analysis has Two Products namely,

JOB DESCRIPTION JOB SPECIFICATION

JOB DESCRIPTION
It is the immediate product of Job Analysis The result of Job Analysis are written in a statement known as Job description.

DEFINITION The first & immediate product of Job Analysis is Job Description. As its title indicates, this document is basically descriptive in nature & constitutes a record of existing & pertinent job facts. - Edwin B Flippo

CONTENTS OF JOB DESCRIPTION

1. 2. 3. 4. 5.

Proper Job Title

Job Summery Job Location Duties and Responsibilities Machines, Tools & Materials

6.
7.

Working Condition
Relation to other Jobs

JOB SPECIFICATION

Job Specification is the statement of the minimum acceptable human qualities required for the proper performance of the job.

Job Specification is also known as employee satisfaction.

It specifies the type of person required

CONTENTS OF JOB SPECIFICATION

Physical Characteristics
Psychological & Social Characteristics Mental Characteristics Personal Characteristics

SOURCES OF SALES RECRUITS