This report covers:

• the use of factual manpower data as a practical tool to assess organisational change
• an insight and understanding of "empowerment"
• measure such soft data in order to assess this kind of post-modernist change.

Les Prosser, Head of Manpower & Pay Analysis at Midland Bank, looked at the Manpower Planner's Contribution to Measuring the Future. He distinguished the facts from myths ~ women in management ~ the effects of: decentralising, modernising, changing culturally, better qualified management, compressed age distribution ~ the future impact of part-time flexible working, higher percentages of professional and skilled people, a more qualified workforce, more women in management, more graduates, more flexible careers.

This report then addresses the "new company dynamics": the rate of change within companies ~ the effect on human resources ~ forces within and external to companies that are interrelated and affecting each other ~ individual perceptions ~ how to can we measure this soft data and turn it into useable information. 

Employee expectations and career development philosophies ~ structured framework for career management ~ manpower system example ~ TSB Case Study ~ old and new staffing structures.

[T2 ~ 1990 ~ 4pps]

• setting up automated sickness recording
• the use of management information
• individual and organisational action.

The Importance of Managing Sickness ~ costs ~ how much is avoidable? ~ the way data is captured and analysed ~ flexibility of working arrangements ~ working environment ~ city v local ~ relationship with turnover ~ job satisfaction ~ job content ~ counselling ~ attendance bonuses etc.