Welcome To The Presentation On

MAN POWER PLANNING

Major Human Resource Activities:

• Demand Forecasting.

• Supply Forecasting.

• Determining human recourse. requirements.

• Action Planning.

• Monitoring & Control.

Demand Forecasting.

• Process of estimating the future needs of human resource in context of corporate & functional plans & fore cast of future activity.

• Its based on Annual Budget & Corporate plans.

Manufacturing Unit Demand Forecasting is Based On:

• Sales forecast & Targets• Based on theses Production Plans are made.• No.of people ,Skills ,Levels etc are accomplished

the sales & production Targets.• With in the same org.needs demand varies on the

basis of production technology,processes & other factors.

JOB ANALYSIS

• Before carrying out H.R.P,Mgt should know what is to be performed and how?

• The whole task to be divided into & allocated into manageable work units called jobs.

• Assigning task to job is JOB Design.• The H.R requirement for given volume of

operation depends on content of jobs .

WORK STUDY.

• Its appropriate for those jobs where it is possible to measure the work,set standards norms & calculate the No.of persons required.

Methods Of Demand forecasting.

• Managerial Judgment

• Simple Statistical Models.

• Mathematical Models.

• Probabilistic Models.

Managerial Method.

• Experienced Mgrs prepare guidelines for Deptt. Mgrs.

• It involves future activity levels that will affect their deptt.

• Targets are set & desirable changes in flow of work & job design are also indicated.

Simple Statistical Models.

• Its Ratio Trend Analysis.

• Ratios between No.of workers & supervisors.

• Future ratios are forecast based on time series.

• No.of employees required for different groups/skills are calculated.

Mathematical Model

• Its through use of probabilities & correlations.

Probabilistic Models

• Employees are classified according to Org.Units,Job Categories,locations,levels,grades.

• Probability of employees moving from one classification is also considered.

• Past trend like promotions,transfers,separations are also useful in forecasting.

Supply Forecasting

• Internal sources.

• External sources.

Determining Human resource Planning

• Demand.

• a) No.Needed at the beginning of the Yr.

• b)Changes to requirements forecast during the yr.

• C) Total requirement at the end of the yr.

Supply

• No.available at the beginning of the yr.

• Transfers & Promotions

• Separations through retirements,wastage,promotions

Deficit Or Surplus.

• Losses of those recruited during the yr.

• Additional No required during the yr.

Action Planning

• Recruitment Plan

• Redeployment Plan

• Redundancy Plan

• Training Plan

• Productivity Plan

• Retention Plan

Monitoring & Control

• Zero Budgeting: An approach in which one forces unit/division managers to justify their total operation from zero budgeting.

• Ideal Approach:off loading functions like M&U,production technology,what may be considered ideal by Mgt,at times force ethical dimensions.

• Realistic Approach:Using the existing information.for Eg:A company that operates on 3yrs planning cycle may record man power levels in subunits that is easy to monitor and control.

MPP

• Stages Of Man Power Planning:

• Conception,Feasibility,Construction,commissioning operations.

• Phases Of Man Power Planning:

• Survey,source identification,recruitments,placement,induction,maintenance ,separation.

Case Study from P-

• Machine Operation:

• No.Of man power required:

• No.Of man power Actual:

Case Study from P-

• Machine Operation:

• No.of Man power equried:

• Actual Man Power:

• No.Of Company Worker:

• No.Of Contractor Worker:

Questions????????

• How to control the Contract labours?

• What is the reason of high rate of attrition now days in the industry?

• How to retain the employee?

Thank You

For sparing your Precious Time with Us.