Transcript Welcome To The Presentation On

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.
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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
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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,comm
issioning operations.
• Phases Of Man Power Planning:
• Survey,source
identification,recruitments,placement,induc
tion,maintenance ,separation.
Case Study from P• Machine Operation:
• No.Of man power required:
• No.Of man power Actual:
Case Study from P•
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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.