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Posted by Tahir, Muhammad at Saturday, 04/21/2012 4:05 am
  • Currently 3.1/5 Stars.
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3.1 from 94 votes
2.1 The objective of manpower planning/budgeting is to plan and regulate recruitment, selection, training, career planning and other human resource activities, at the right time and with right people to meet (Organization)’s short range and long range organisational objectives.

2.2 Human Resource Planning/Budgeting is part of the annual budgeting exercise and aims to estimate the needs of (Organization) over the period covered. Key policies relating to this aspect are as follows:
• Human resource requirements are built around (Organization)’s business plans i.e. the targets, development plans and service standards etc. which it aims to achieve.
• Manpower requirement is forecasted for a particular department/functional area by the head of the respective department/function for preparation of the manpower budget, keeping in view the objectives and future needs of the department in the period under review and targets set in the business plans.
• Proper justification is required for each requisitioned position. Due consideration is given to various factors such as work load of existing human resources, planned expansion of the department, external developments etc. while developing arguments justifying requisitioned position(s).
• Departmental manpower budgets are submitted to the Human Resource department at least 10-12 weeks before the end of the operating financial year of (Organization), unless otherwise specified in writing by the HR department.

2.3 Head of the each department/function completes the prescribed form indicating person specifications and number of vacancies. The specific action steps involved in the receiving and processing of manpower budget are described below:

Head of Human Resource department

Distributes HR Planning Forms to the heads of respective departments with a cover note indicating the date by which completed forms are to be returned to the Human Resource department.

Co-ordinates the budgeting exercise and provides assistance to the heads of departments as and when requested.

Head of Respective Departments
Receives and arranges to complete the Manpower Budget Data Form specifying number of vacancies, estimated salary, planned date of induction etc., and forwards the form to the Head of Human Resource department.

Head of Human Resource Department

Receives and checks Manpower Budget Data Forms to ensure that they are correct, complete and consistent while being filled by the requisitioning departments.

Prepares a report summarising manpower requirements of departments and forwards it alongwith the Manpower HR Planning Forms to the Executive Committee for review/ decision.
Executive Committee

Receives and reviews the summary report and supporting Manpower Budget Forms, assesses the necessity of the requisitioned new positions and discusses with the concerned departments, if necessary.

Approves as proposed or with modification and returns HR Planning forms to the Head of Human Resource department.
Head of Human Resource Department

Receives the approved HR Planning summary and ensures that modifications, if any, are reflected in the HR Planning form of the concerned department.
Distributes copy of HR Planning form to respective head of department, with appropriate comments and files, original in the HR Planning File.

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