Transcript MANPOWER PLANNING - e-WLCI

MANPOWER PLANNING

PROCESS BY WHICH ANORGANISATION
ENSURES THAT IT HAS THE RIGHT NUMBER
AND KIND OF PEOPLE AT THE RIGHT PLACE
AND AT THE RIGHT TIME CAPABLE OF
EFFECTIVELY AND EFFICIENTLY COMPLETING
THOSE TASKS THAT HELP THE
ORGANISATION ACHIVE ITS OVERALL
OBJECTIVES….
DEFINITION
 QUANTIFY JOB
FOR PRODUCING
PRODUCTS /SERVICE
 QUANTIFY PEOPLE AND POSITION
REQUIRED
 REDUCE DELAYS IN PROCURING STAFF
 PREVENT SHORTAGE AND EXCESS OF
STAFFS
 COMPLY WITH LEGAL REQUIREMENT
PURPOSE
 THE
RESOURCE MANAGER IS THE ONE,
WHO CARES THE MPP CONDUCTED IN
EACH QUARTER. HE IS INFORMED BY
RESPECTIVE OPERATIONS MANAGER
OF EACH BUSINESS UNIT
 PEOPLE
INVOLVES IN MPP
1.RESOURCE MANAGER
2.OPERATIONS MANAGER
3.RECRUITMENT TEAM
PROCESS
 FIVE ESSENTIAL ELEMENTS:
ANALYZING THE CURRENT MANPOWER
RESOURCE
REVIEWING EMPLOYEE UTILIZATION
FORECASTING THE DEMAND FOR
EMPLOYEES
FORECASTING SUPPLY
DEVELOPING A MANPOWER
PROCESS(CONT.)
FACTORS AFFECTING MPP
1.LEVEL OF BUSINESS
2.ATTRITION
3.SEASON PLANNING
4.GROWTH IN PROCESS
5.MARKET CONDITION
6.EXPANSION & CONTRACTION
 DEMAND
FORECASTING
1.BASED ON TRENDS OF ATTRITION IN EACH
QUARTER
2.GROWTH PROSPECT
SUPPLY FORECASTING
1.BASED ON DEMAND
2.BASED ON CHANNELS OF RECRUITMENT
3.Trends in each channel analyzed
METHODS OF D.F & S.F
STEPS INVOVED IN MPP
RATIO ANALYSIS
This method involves comparing the #
of employees to a workload index.
 The level of activity in each job may
vary from department to department
in the same organization
For instance – To produce 1000 units of
a product , if 100 workers are required
the department would require 150 to
produce 1500 units.
JOB ANALYSIS IS PRIMARY TOOL IN
PERSONNEL
MANAGEMENT.
IN
THIS
METHOD, A PERSONNEL MANAGER TRIES TO
GATHER, SYNTHESIZE AND IMPLEMENT THE
INFORMATION AVAILABLE REGARDING THE
WORKFORCE
IN
THE
CONCERN.
A
PERSONNEL MANAGER HAS TO UNDERTAKE
JOB ANALYSIS SO AS TO PUT RIGHT MAN ON
RIGHT JOB. THERE ARE TWO OUTCOMES OF
JOB ANALYSIS :
 JOB DESCRIPTION
 JOB SPECIFICATION

DEFINITION(J.D & J.S)
JOB DESCRIPTION IS AN ORGANIZED
FACTUAL STATEMENT OF JOB CONTENTS IN
THE FORM OF DUTIES AND
RESPONSIBILITIES OF A SPECIFIC JOB. IT IS
DESCRIPTIVE IN NATURE AND IT
CONSTITUTES ALL THOSE FACTS WHICH ARE
RELATED TO A JOB SUCH AS :
 TITLE/ DESIGNATION OF JOB AND LOCATION
IN THE CONCERN.
 THE NATURE OF DUTIES AND OPERATIONS
TO BE PERFORMED IN THAT JOB.
 NECESSARY QUALIFICATIONS THAT ARE
REQUIRED FOR JOB.

DEFINITION(CONT.)
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JOB SPECIFICATION JOB SPECIFICATION
HELPS IN HIRING AN APPROPRIATE PERSON
FOR AN APPROPRIATE POSITION. THE
CONTENTS ARE :
JOB TITLE AND DESIGNATION
EDUCATIONAL QUALIFICATIONS FOR THAT
TITLE
PHYSICAL AND OTHER RELATED ATTRIBUTES
PHYSIQUE AND MENTAL HEALTH
SPECIAL ATTRIBUTES AND ABILITIES
MATURITY AND DEPENDABILITY
RELATIONSHIP OF THAT JOB WITH OTHER
JOBS IN A CONCERN.
DEFINITION(CONT.)
 PURPOSE OF JOB DESCRIPTION FOR
HUMAN RESOURCES DEPARTMENT
MECHANISM FR RECRUITMENT &
SELECTION
TRAINING & DEVELOPMENT
PERFORMANCE APPRAISAL
PEOPLE MANAGEMENT
COMPENSATION
PURPOSE

PURPOSE OF JOB DESCRIPTION FOR
EMPLOYEE
FOR UNDERSTANDING AND ESTABLISHING
TRAINING OBJECTIVES AND
DEVELOPMENTAL GOALS / OBJECTS.
AS A TOOL TO UNDERSTAND HIS/HER AREA
OF RESPONSIBILITY.
FOR UNDERSTANDING NEW ASSIGNMENTS
AND/OR WORKING CONDITIONS
AS A JUMP START FOR RECOMMENDING
IMPROVEMENT TO WORK
PURPOSE
JOB DESCRIPTION PROCESS

JOB DESCRIPTION(TELE-CALLER)
CANDIDATE PROFILE:
HANDLING CUSTOMER QUERIES
EXCELLENT IN BOTH WRITTEN AND SPOKEN ENGLISH
ABILITY TO PROVIDE INFORMATION VERBALLY CLEARLY AND
EFFECTIVELY
DESIRED PROFILE:
+2 OR GRADUATE WITH MIN 0.6 MONTHS EXP. IN TELECALLING
COMMITTED, AMBITIOUS AND FRIENDLY.
COMFORTABLE IN TALKING TO PEOPLE AND A GOOD LISTENER.
DAY SHIFTS ONLY
EXPERIENCE : 0 TO 5 YRS
GENDER: FEMALE
LOC: BBSR
PROFILE

THE ACCUMULATION, EXAMINATION,
AND MANIPULATION OF COST
DATA FOR COMPARISONS AND PROJECTIONS.
WHEN LARGE COMPANIES HIRE THOUSANDS
OF EMPLOYEES PER YEAR, THESE COSTS CAN
TAKE A SIGNIFICANT PORTION OF THE HR
BUDGET AND THE TOTAL OPERATING
EXPENSES. SUCCESSFUL START-UPS AND
DOT-COMS ARE ALSO FEELING THE
SQUEEZE. AGENCY FEES OF 20 TO 30
PERCENT OF THE NEW HIRE'S BASE SALARY
COST ANALYSIS
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WHETHER YOU ARE USING THE NEW ELECTRONIC
METHODS OR THE TRADITIONAL HIRING
TACTICS, HAVING A STANDARD AND EFFECTIVE
WAY OF MEASURING YOUR COST PER HIRE IS
ESSENTIAL TO EVALUATING YOUR RECRUITING
EFFECTIVENESS AND EFFICIENCY, INCLUDES SIX
BASIC ELEMENTS TO CALCULATE COST PER HIRE:
1. ADVERTISING
2. AGENCY AND SEARCH FIRM FEES
3. REFERRAL BONUSES PAID TO EMPLOYEES
4. TRAVEL COSTS INCURRED BY BOTH RECRUITERS
AND APPLICANTS
5. RELOCATION COSTS
6. COMPANY RECRUITER COSTS (INCLUDING
SALARY AND BENEFITS PRORATED IF THE
RECRUITER PERFORMS DUTIES OTHER THAN
STAFFING)
ANALYSIS
Position Title
Telesales Ex.
No. of
Position
10
No. of
position
filled
10
Ad. cost
5000
Consultant
Job portals
Cost
70,000
DATA TAB..
0
Stationary
expenses
2500
Conveyance
Cost
1000
Telephone/I
Other
nternet
Cost
Expenses
1500
Induction &
Interivew
Orientation
Cost
cost
50000
0
Training
cost
Total
Expenses
01,30,000
Cost per
Employee
13,000
Total Expenses
1,30,000
Training cost
0
Induction & Orientation cost
0
Interivew Cost
50000
Other Cost
Telephone/Internet Expenses
1500
Conveyance Cost
1000
Stationary expenses
2500
Job portals
0
Consultant Cost
70,000
Ad. cost
5000
No. of position filled
10
No. of Position
10
Position Title
Telesales Ex.
C.A : RECRUITMENT(TELECALLER)

MANPOWER PLANNING PLAYS A VITAL ROLE IN
HUMAN RESOURCE ACTIVITY OF AN
ORGANIZATION. HUMAN RESOURCE IS AN ASSET TO
EVERY ORGANIZATION. MANPOWER PLANNING
MAINLY INVOLVES DETERMINING THE NEEDS AND
SUPPLY OF HUMAN RESOURCE AND THE AVAILABLE
SOURCES.
THE ORGANIZATION SHOULD MAKE MANPOWER
PLANNING IN SUCH AWAY THAT IT SHOULD SATISFY
BOTH ORGANIZATION AND EMPLOYER AT A HIGHER
LEVEL. IT RESULT IN CREATING WORKING
ENVIRONMENT AND MAINTAIN BETTER EMPLOYEE
AND EMPLOYER RELATIONSHIP.
CONCLUSION
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REFERENCE