a) Skilled human resource or manpower: Skilled manpower refers to the person who is trained, well-educated, energetic, experienced, devoted to their field and is capable of doing any specific work in a balanced way and efficiently. Teachers, doctors, engineers etc. are some of the examples of skilled manpower.

Methods to produce skilled manpower

• Create policies with timely scientific education.
• Develop technical and behavioral education as needed in the country.
• Have proper higher level trainings.
• Familiarization with developed information technology.
• Educate tour, investigate and search for skilled people.

Skilled manpower is essential to carry out several development activities. To carry out several development works may be difficult in the absence of skilled manpower. They also play vital way for the systematic utilization of the natural resources and help to conserve them as well.

Manpower development, now commonly referred to as human resource development, is an ongoing process that analyzes, forecast and projects an organization’s future manpower requirements. Manpower development is a process that seeks to optimize an organization’s usage of its human resources.

Top 5 Steps Involved in Human Resource Planning Process

• Analysis of Organisational Plans and Objectives:
• Analysis of Human Resource Planning Objectives:
• Forecasting for Human Resource Requirement:
• Assessment of Supply of Human Resources:
• Matching Demand and Supply:

Manpower refers to all the staff who is appointed in different positions for performing administrative, clerical as well as technical jobs. Administrative manpower and technical manpower are two types of manpower.

Your manpower requirements definition may include managers, front-line employees and employees with special skill sets required for this project. Use that estimate to determine your manpower costs, keeping in mind their salary, their employee benefits, payroll taxes and other costs associated with their employment.

Steps in Manpower Planning Process:

• Forecasting Staffing Needs:
• Forecasting Internal Supply:
• Forecasting External Supply:
• Correcting Shortage or Surplus:
• Short-term Forecasting:
• Long-term Forecasting:
• Linear Regression:
• Forecasting Manpower Supply:

Manpower Calculation by Industry To calculate manpower or labor productivity, you divide the value of goods and services produced by the total hours worked by employees over a specified period. You can also calculate labor productivity by dividing the total sales by the total amount of hours worked.

Multiply the number of workers by the number of hours each one worked to calculate the number of man-hours your business used during that time period. In this example, multiply 10 workers by 160 hours per worker to get 1,600 man-hours.

In terms of manpower planning ratios establish a relationship between a particular factor such as past staffing levels or future sales revenue predictions and employee staffing requirements. Two different ratio methods are used in human resource forecasting: staffing ratios and productivity ratios.

but here’s the way i understand manpower requirement & scheduling, in steps:

1. Quantity / Production rate = Total Manhours (to get total hours to be consumed)
2. Total Manhours / 8 hrs = Total Mandays (to get total of days for work to be done) and.
3. Total Mandays / Desired no. of skilled crew = No.

The total man hours per task is obtained by multiplying the number of people assigned to a task by the total time it takes to complete it. Let’s say, for example, that 15 workers at a metal plant and devote 10 workdays to complete an order of 800 product units.

Add the beginning number of employees to the ending number of employees, then divide by two. In the example, 400 plus 410 equals 810. Then 810 divided by two equals 405. So you have an average of 405 employees over a year’s time.

How many hours in a day will each resource work? You have the duration but not the estimated (planned) work effort per day. If you simply take 100 man days and divide it by the schedule you arrive at 5 resources needed.

To find how many employees are needed, combine production time required with your forecast of nonproductive time per employee, and then divide that by scheduled hours per employee to find “equivalent full-time” (EFT) people needed. Later, you may decide to meet some of these EFT needs with two part-time people each.

Capacity is calculated as (number of machines or workers) × (number of shifts) × (utilization) × (efficiency).

There are four major considerations in capacity planning: Level of demand. Cost of production. Availability of funds.

The 3 Types of Capacity Planning

• Product capacity planning. Product capacity planning ensures you have enough products or ingredients for your deliverables.
• Workforce capacity planning. Workforce capacity planning ensures you have enough team members and work hours available to complete jobs.
• Tool capacity planning.

There are three commonly recognized capacity strategies: lead, lag, and tracking. A lead capacity strategy adds capacity in anticipation of increasing demand. A lag strategy does not add capacity until the firm is operating at or beyond full capacity.

The three types of capacity planning based on goal are lead capacity planning, lag strategy planning and match strategy planning.

Capacity planning is determining the ability of a production line, service department or function to meet a specified demand over a period of time. Inherent in this are actions required to adjust the capacity of the system to meet demand.

Capacity planning helps businesses with budgeting and scaling so they can identify their optimal levels of operations: Budgeting benefits: Capacity planning helps determine how services are offered, and the appropriate time frames and staff required to meet current demand and cover all operational costs.

It’s important to implement a regular reporting effort, which highlights the benefits of capacity management. Well-implemented capacity management processes can allow your organisation to mitigate the risks of change and growth, while controlling and optimising the costs of running the IT environment.

Next, take the total number of available work hours and multiply this by the number of employees that complete work, then divide this number by your cycle time. The result is the maximum number of units your business could produce – your maximum capacity.

Capacity building focuses on furthering an organization’s ability to do new things and improve what they currently do. Most simply, capacity building improves the organization’s performance and enhances its ability to function and continue to stay relevant within a rapidly changing environment.

The four components of capacity building are institutional development, financial resource development, human resource development and effective National Society programmes. They are equal partners in the capacity building-process as outlined in this framework and they are complex and closely interwoven.