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 . Where Multi tasking is introduced as in FABRICATION,idle time in each operation is elimanted so that less number of people more out put could be attained.

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?

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