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Jan 18, 2015





  • 1. Welcome To The Presentation OnMAN POWER PLANNING

2. Major Human Resource Activities: Demand Forecasting. Supply Forecasting. Determining human recourse.requirements. Action Planning. Monitoring & Control. 3. Demand Forecasting. Process of estimating the future needs ofhuman resource in context of corporate &functional plans & fore cast of futureactivity. Its based on Annual Budget & Corporateplans. 4. Manufacturing Unit DemandForecasting is Based On: Sales forecast & Targets Based on theses Production Plans are made. No.of people ,Skills ,Levels etc are accomplishedthe sales & production Targets. With in the same org.needs demand varies on thebasis of production technology,processes & otherfactors. 5. JOB ANALYSIS Before carrying out H.R.P,Mgt shouldknow what is to be performed and how? The whole task to be divided into &allocated into manageable work unitscalled jobs. Assigning task to job is JOB Design. The H.R requirement for given volume ofoperation depends on content of jobs . 6. WORK STUDY. Its appropriate for those jobs where it ispossible to measure the work,set standardsnorms & calculate the No.of personsrequired. 7. Methods Of Demandforecasting. Managerial Judgment Simple Statistical Models. Mathematical Models. Probabilistic Models. 8. Managerial Method. Experienced Mgrs prepare guidelines forDeptt. Mgrs. It involves future activity levels that willaffect their deptt. Targets are set & desirable changes in flowof work & job design are also indicated. 9. Simple Statistical Models. Its Ratio Trend Analysis. Ratios between No.of workers &supervisors. Future ratios are forecast based on timeseries. No.of employees required for differentgroups/skills are calculated. 10. Mathematical Model Its through use of probabilities &correlations. 11. Probabilistic Models Employees are classified according toOrg.Units,JobCategories,locations,levels,grades. Probability of employees moving from oneclassification is also considered. Past trend likepromotions,transfers,separations are alsouseful in forecasting. 12. Supply Forecasting Internal sources. External sources. 13. Determining Human resource Planning Demand. a) No.Needed at the beginning of the Yr. b)Changes to requirements forecast duringthe yr. C) Total requirement at the end of the yr. 14. Supply No.available at the beginning of the yr. Transfers & Promotions Separations throughretirements,wastage,promotions 15. Deficit Or Surplus. Losses of those recruited during the yr. Additional No required during the yr. 16. Action Planning Recruitment Plan Redeployment Plan Redundancy Plan Training Plan Productivity Plan Retention Plan 17. Monitoring & Control Zero Budgeting: An approach in which one forcesunit/division managers to justify their total operationfrom zero budgeting. Ideal Approach:off loading functions likeM&U,production technology,what may be consideredideal by Mgt,at times force ethical dimensions. Realistic Approach:Using the existinginformation.for Eg:A company that operates on 3yrsplanning cycle may record man power levels in subunitsthat is easy to monitor and control. 18. MPP Stages Of Man Power Planning: Conception,Feasibility,Construction,commissioning operations. Phases Of Man Power Planning: Survey,sourceidentification,recruitments,placement,induction,maintenance ,separation. 19. Case Study from P- Machine Operation: No.Of man power required: No.Of man power Actual: 20. Case Study from P- Machine Operation: No.of Man power equried: Actual Man Power: No.Of Company Worker: No.Of Contractor Worker: 21. Questions???????? How to control the Contract labours? What is the reason of high rate of attritionnow days in the industry? How to retain the employee? 22. Thank YouFor sparing your Precious Time withUs.