Manpower requisition
refers to the formal request made by a department or team within an
organization to hire additional staff to meet its operational needs. This
process is typically used when there is a gap in the workforce due to factors
like increased workload, new projects, or vacancy replacement. A manpower
requisition ensures that the hiring process is documented and aligns with
organizational goals, budgets, and policies.
Key Components of a Manpower
Requisition
A manpower requisition form
or request typically includes several critical details to ensure that the HR
department or recruitment team has all the information needed to proceed with
sourcing candidates for the role. Below are the key components typically found
in a manpower requisition:
1. Requestor Information
- Name: The person or
department making the request (e.g., Department Manager or HR).
- Job Title:
The role of the individual submitting the request.
- Date of Request:
When the request is being made.
2. Position Details
- Job Title:
The exact title of the position being requested (e.g., Marketing
Specialist, Software Developer).
- Department:
The department or team the position will belong to (e.g., Marketing, IT).
- Location: The geographic
location where the position will be based (office, remote, hybrid).
- Reports To:
The name and title of the person the new hire will report to.
3. Reason for Request
- Vacancy or New Position:
Specify whether the position is replacing a departed employee, or if it is
a newly created role.
- Workload or Project Demand:
Explain why the position is necessary, such as increased workload, new
initiatives, or expansion plans.
- Temporary or Permanent:
Clarify whether the role is a permanent or temporary position
(contract-based, part-time, full-time).
4. Job Description and Key
Responsibilities
- Summary: A brief
description of the job and its main responsibilities. This can include
duties such as managing accounts, overseeing operations, coordinating
projects, etc.
- Core Responsibilities:
A more detailed list of tasks, such as customer service, data analysis,
project management, etc. This section may reference an existing job
description or provide a specific outline of the role.
5. Qualifications and Skills
Required
- Education:
Minimum level of education required (e.g., high school diploma, bachelor’s
degree, master’s degree).
- Experience:
Number of years of experience required (e.g., 3–5 years in a related
field).
- Skills and Certifications:
Specific skills, certifications, or technical expertise required for the
position (e.g., proficiency in Python, project management certification,
etc.).
6. Compensation and Benefits
- Salary Range:
The salary range for the position, which can be either a fixed amount or
based on experience.
- Benefits: The benefits
package that the role offers (e.g., health insurance, paid time off,
bonuses).
7. Work Hours and Schedule
- Full-Time/Part-Time:
Specify whether the position is full-time, part-time, or contract.
- Schedule: The expected
work hours and any flexibility options (e.g., standard 9-to-5, shift work,
remote flexibility).
8. Budget Consideration
- Salary Budget:
Indication of the salary or compensation range approved for the position,
ensuring it aligns with the budgeted payroll and staffing costs.
- Additional Costs:
Any additional expenses, such as recruitment fees, relocation costs, or
special equipment needed for the role.
9. Timeline
- Urgency: Indicate whether
the position needs to be filled urgently or if there is flexibility in the
hiring timeline.
- Desired Start Date:
The date by which the new hire should ideally begin working.
10. Approval Section
- Manager/Department Head Approval:
Signature or approval from the person requesting the position (usually the
department head or manager).
- HR Approval:
Approval from the Human Resources team to proceed with the hiring process.
- Budget Approval:
In some cases, a finance or budget officer's approval may be required to
confirm the position falls within the approved budget.
