Herzberg’s Theory

In 1959, Frederick Herzberg, a behavioural scientist proposed a two-factor theory or the motivator-hygiene theory. According to Herzberg, there are some job factors that result in satisfaction while there are other job factors that prevent dissatisfaction. According to Herzberg, the opposite of “Satisfaction” is “No satisfaction” and the opposite of “Dissatisfaction” is “No Dissatisfaction”.

                                                                   

Herzberg classified these job factors into two categories-

Manpower Planning which is also called as Human Resource Planning consists

of putting right number of people, right kind of people at the right place, right

 time, doing the right things for which they are suited for the achievement of

goals of the organization. Human Resource Planning has got an

important place in the arena of industrialization. Human Resource Planning

 has to be a systems approach and is carried out in a set procedure.

The procedure is as follows:

1. Analysing the current manpower inventory
2. Making future manpower forecasts
3. Developing employment programmes
4. Design training programmes

Steps in Manpower Planning

1. Analysing the current manpower inventory- Before a manager makes

forecast of future manpower, the current manpower status has to be

analysed. For this the following things have to be noted-

• Type of organization
• Number of departments
• Number and quantity of such departments
• Employees in these work units

Once these factors are registered by a manager, he goes for the future forecasting.

2. Making future manpower forecasts- Once the factors affecting the future manpower

 forecasts are known, planning can be done for the future manpower requirements

in several work units.

The Manpower forecasting techniques commonly employed by the organizations are

 as follows:

1. Expert Forecasts: This includes informal decisions, formal expert surveys and

Delphi technique.

2. Trend Analysis: Manpower needs can be projected through extrapolation

(projecting past trends), indexation (using base year as basis), and statistical

analysis (central tendency measure).

3. Work Load Analysis: It is dependent upon the nature of work load in a

department, in a branch or in a division.

4. Work Force Analysis: Whenever production and time period has to be

analysed, due allowances have to be made for getting net manpower requirements.

5. Other methods: Several Mathematical models, with the aid of computers

 are used to forecast manpower needs, like budget and planning analysis,

 regression, new venture analysis.

3. Developing employment programmes- Once the current inventory is compared

 with future forecasts, the employment programmes can be framed and developed

 accordingly, which will include recruitment, selection procedures and placement plans.

4. Design training programmes- These will be based upon extent of diversification,

 expansion plans, development programmes,etc. Training programmes depend upon

 the extent of improvement in technology and advancement to take place. It is

also done to improve upon the skills, capabilities, knowledge of the workers.

Importance of Manpower Planning

1. Key to managerial functions- The four managerial functions, i.e., planning,

organizing, directing and controlling are based upon the manpower. Human

resources help in the implementation of all these managerial activities

. Therefore, staffing becomes a key to all managerial functions.

2. Efficient utilization- Efficient management of personnels becomes an important

function in the industrialization world of today. Seting of large scale

enterprises require management of large scale manpower. It can be effectively

 done through staffing function.

3. Motivation- Staffing function not only includes putting right men on right job, but it

 also comprises of motivational programmes, i.e., incentive plans to be

framed for further participation and employment of employees in a concern.

 Therefore, all types of incentive plans becomes an integral part of staffing function.

4. Better human relations- A concern can stabilize itself if human relations develop

and are strong. Human relations become strong trough effective control, clear

communication, effective supervision and leadership in a concern. Staffing function

 also looks after training and development of the work force which leads to

co-operation and better human relations.

5. Higher productivity- Productivity level increases when resources are utilized in

best possible manner. higher productivity is a result of minimum wastage of time,

 money, efforts and energies.This is possible through the staffing and it's

related activities ( Performance appraisal, training and development, remuneration)

Need of Manpower Planning

Manpower Planning is a two-phased process because manpower planning not only

analyses the current human resources but also makes manpower forecasts and

thereby draw employment programmes. Manpower Planning is advantageous to firm in

following manner:

1. Shortages and surpluses can be identified so that quick action can be taken

wherever required.

2. All the recruitment and selection programmes are based on manpower planning.
3. It also helps to reduce the labour cost as excess staff can be identified and

thereby overstaffing can be avoided.

4. It also helps to identify the available talents in a concern and accordingly

training programmes can be chalked out to develop those talents.

5. It helps in growth and diversification of business. Through manpower planning,

 human resources can be readily available and they can be utilized in best manner.

6. It helps the organization to realize the importance of manpower management

 which ultimately helps in the stability of a concern.