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Welcome To The Presentation On
MAN POWER PLANNING
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Major Human Resource Activities:
Demand Forecasting. Supply Forecasting. Determining human recourse. requirements. Action Planning. Monitoring & Control.
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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.
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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.
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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.
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WORK STUDY. Its appropriate for those jobs where it is possible to measure the work,set standards norms & calculate the No.of persons required.
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Methods Of Demand forecasting.
Managerial Judgment Simple Statistical Models. Mathematical Models. Probabilistic Models.
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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.
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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.
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Mathematical Model Its through use of probabilities & correlations.
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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.
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Supply Forecasting Internal sources. External sources.
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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.
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Supply No.available at the beginning of the yr. Transfers & Promotions
Separations through retirements,wastage,promotions
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Deficit Or Surplus. Losses of those recruited during the yr.
Additional No required during the yr.
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Action Planning Recruitment Plan Redeployment Plan Redundancy Plan
Training Plan Productivity Plan Retention Plan
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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.
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MPP Stages Of Man Power Planning:
Conception,Feasibility,Construction,commissioning operations. Phases Of Man Power Planning: Survey,source identification,recruitments,placement,induction,maintenance ,separation.
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Case Study from P- Machine Operation: No.Of man power required:
No.Of man power Actual:
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Case Study from P- Machine Operation: No.of Man power equried:
Actual Man Power: No.Of Company Worker: No.Of Contractor Worker:
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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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