Manpower Planning and Organization Strategy

Manpower or human resource planning (HRP) is a very integral development in the course of managing the human resources of an organization (Yogesh 2009). Manpower planning by the banking institutions in the UAE can be defined as the process by which the banks analyze and evaluate the available human capital they have with the intention of establishing the right kinds of personnel needed in various positions within the organization (Bratton & Gold 2003).

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Thus, manpower planning by the banking institutions in the UAE can also be described as the exploitation of the human resources of the organization in a productive manner (Yogesh 2009).

It is the systematic procedure of identifying the competencies of the employees needed to meet the strategic aims of the organization, and for establishing the strategies needed in meeting the identified requirements (Workinfo. com 2008). This means that manpower planning is actually a methodical process which gives the management of the banking institutions in the UAE with the requisite structures of making HR decision depending on the mission, budgetary allocation, desired employee competences and strategic plans of the organizations (Bratton & Gold 2003).

Study Methodology The method of study used in this case was the qualitative survey method through in-depth interviews (Knafl & Breitmayer 1991). In-depth interviews were carried out where the research subjects, the HR managers of banking institutions in the UAE were asked their perceptions and knowledge about manpower planning and organization strategy. Specifically the research subjects were asked their opinions regarding the possible relationship between manpower planning and the organizational strategy of the banking institutions in the UAE.

The in-depth personal interview was chosen for the reason that it was the best technique of seeking and obtaining first hand information concerning the research topic (Knafl & Breitmayer 1991). A Deep Review of the Work Force Planning and Its Importance to the Organization. Thus, manpower planning is a process which is systematic, methodical, integrative and continuous in nature (Workinfo. com 2008). There are four main methods of manpower planning: the judgment of the managers, statistical evaluation, forecasts of productivity and work study (Yogesh 2009).

Managerial judgment is the most common model used by many organizations. It is simply involves all the managers at various levels of the organization who should have a thorough understanding of their respective areas of work (Yogesh 2009). Statistical evaluation makes use of statistical data from the past history of the organization (Yogesh 2009). This information specifically related to the correlation that exists between the number of employees and the overall productivity of the firm.

Therefore the rationale here is that the past trends of the organization are analyzed upon which the future forecasts are build. The third model, forecasts of productivity basically focuses on productivity (Yogesh 2009). It is a very good method in giving reinforcement to the previous two methods, although the methods could strongly depend on technology. Thus, the technique is very ideal in a situation where the inputs and outputs can easily be quantified and where it is possible to easily predict change (Yogesh 2009).

The fourth technique is the work study or the organization and methods, which is usually undertaken by the experts in the field. It is a procedural method that method examines and seeks improvements in the work processes. Second, it employs time study and standard processing times to measure work in the process determining the time that each work process requires (Yogesh 2009). The process of manpower planning has been described as manpower management process which involves selecting the right kinds of manpower as required (Yogesh 2009).

This process equally entails upgrading the already existing employees (Bratton & Gold 2003). Following the prevailing global financial crisis and economic crunch, it is very important that banks in the UAE face the concept of talent planning as a strategic priority. In that regard banks in the UAE need to undertake manpower planning process on an annual basis and should not carry out the evaluation of hiring needs on an ad-hoc manner in response to the business requirements that arise (Hewitt Associates 2008, p. 13).