GASPRO International Journal of Eminent Scholars

ABSTRACT

The paper discussed manpower planning, strategic steps, and the likely results. Manpower is one of the most critical assets in an organisation. It involves analyzing the current workforce, forecasting future requirements, and implementing strategies to address skill gaps. The strategic steps of manpower planning include environmental analysis, demand forecasting, supply analysis, gap analysis, recruitment and selection, training and development, and succession planning. The study revealed that effective manpower planning ensures the right talent is available at the right time, improving workforce productivity and efficiency. It reduces labour shortages, increases employee satisfaction, and aligns human resources with organisational objectives. Poor manpower planning can lead to labour shortages or surpluses, causing inefficiencies and increased recruitment costs. It may result in skill imbalances and hinder the organisation's ability to achieve its strategic goals. The study assessed the concept of manpower, the concept of manpower planning, the strategic steps of manpower planning, the good results of good manpower planning, and the bad results of poor manpower planning. On this basis, the study concluded that manpower planning is a critical process for organisations to ensure they have the right number of skilled employees in the right positions at the right time. Through our strategic approach to manpower planning, we have achieved significant outcomes and identified areas for improvement. Our manpower planning process successfully aligned with the strategic goals and objectives of the organisation. By considering the future needs of the company, we were able to anticipate skill requirements and deploy resources efficiently. Through comprehensive data analysis and forecasting techniques, we accurately predicted future talent needs. This allowed us to proactively address skill gaps and minimize disruptions to operations. One of the recommendations made was that, based on skill gaps, create talent acquisition strategies. These may include targeted recruitment, employee referrals, campus hiring, partnerships with educational institutions, and exploring global talent pools.

KEYWORDS: Man Power Planning, Strategic Steps, Likely Results and Discourse