Manpower and employment planning processes in Uganda.
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Manpower and employment planning processes in Uganda.

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Published by United Nations, Economic Commission for Africa, Public Administration, Human Resources, and Social Development Division in [Kampala] .
Written in English



  • Uganda.


  • Manpower planning -- Uganda.

Book details:

Edition Notes

ContributionsUnited Nations. Economic Commission for Africa. Public Administration, Human Resources, and Social Development Division.
LC ClassificationsHF5549.5.M3 M337 1988
The Physical Object
Pagination24 p. ;
Number of Pages24
ID Numbers
Open LibraryOL1584135M
LC Control Number91109470

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processes, timeframes and roles and responsibilities involved in a planning cycle by national and local government units. In Uganda, Planning call circulars are issued by the National Planning Authority at the start of each planning cycle. POPDEV planning approach:File Size: 1MB. The term Human Resource Planning has been used for this process which has taken over from manpower planning. As outlined within the essay, human resource planning had been developed from the traditional manpower planning process that was first introduced to deal with the demand and supply of labour needs within an organisation. 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: Shortages and surpluses can be identified so that quick action can be taken wherever required. A comparative study of Manpower Planning, Recruitment & Selection Processes in Public Sector Undertaking Companies in India Subashree A, Ganesh Subramaniam Abstract: This research paper deals with the comparative study of Manpower Planning, Recruitment and selection processes in various of INDIAN Public Sector Undertaking Companies.

Following are the main obstacles that organizations face in the process of manpower planning: Under Utilization of Manpower: The biggest obstacle in case of manpower planning is the fact that the industries in general are not making optimum use of their manpower and once manpower planning begins, it encounters heavy odds in stepping up the utilization. Ans. E.W Vetter viewed human resources planning as ―a process by which an organization should move from its current manpower position to its desired manpower position. Through planning management strives to have the right number and right kind . Human resource planning/ manpower planning process involve the following steps: 1. Objectives of human resource planning: human resource planning must be matched with overall organizational plans. It should be concerned with filling future vacancies rather than matching existing personnel with existing jobs. 2. Current manpower stock. Manpower Planning: it’s Definition, Process and Affected Factors! According to Gorden MacBeath, manpower planning involves two first stage is concerned with the detailed “planning of manpower requirements for all types and levels of employees throughout the period of the plan,” and the second stage is concerned with “planning of manpower supplies to provide the organisation.

Dessler () further sees human resource planning as employment planning which, is the process of formulating plans to fill future openings based on an analysis of the positions that are expected to be open and whether they will be internally or externally. This is why Ogunniyi () in handling the subject says that manpower planning is a. C. R. S. Dougherty () ‘Manpower forecasting and manpower-development planning in the United Kingdom’, pp. 75–98, in R. V. Youdi and K. Hinchliffe Employment and Manpower Planning Techniques 23 (eds), Forecasting Skilled Manpower Needs: The Experience of eleven countries, (UNESCO, Comedi, Belgium, ). Google Scholar. manpower planning, not just for reasons of gender equality, but because of the past association of manpower planning with a rather centralised, mechanistic, number crunching type of process; whereas HRP allows for more recognition of qualitative issues, especially concerning skills, and is appropriate in a variety of organisational settings. Education policy and manpower planning in Uganda: An exploration of issues: a paper presented to the Uganda Economics Association Workshop on the April, ) at Kitante Courts, Kampala, [Ibanda, Sam J. Igaga] on *FREE* shipping on qualifying offers. Education policy and manpower planning in Uganda: An exploration of issues: a paper presented to the Uganda Economics Author: Sam J. Igaga Ibanda.