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Manpower planning ppt
 

Manpower planning ppt

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Manpower planning ppt

Manpower planning ppt

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    Manpower planning ppt Manpower planning ppt Presentation Transcript

    • Outline Definition Meaning , Purpose & Objectives Need and Importance Factors Affecting HRP HRP Process – Points to consider HRP Process Human Resource Information System – Advantageous in HRP
      • Assignment for class work
      • XYZ ltd is in business of airlines, hospitality and consumer durable with an annual turnover of 15000 crore would like to move into the business of banking. They have state of art kind of banking with customer delight as their main service objective. The co is willing to spend 1000 crore for setting up banking industry. In a year they target to open one branch in each state capital along with 4 branches in 4 metros (including Bangalore & not Chennai ). The company has also planned facility of 4 atms in state capital and 16 atms in metro. Design an HR report planning an assumption that existing business has 20000 people working presently
      • A regional personnel manager responsible for food retail stores in growing economy. you have got 28 stores in your area . ranging from small glossary style stores in which only 7 people are employed .
      • In large super stores u have a got 1 store manager , 2 assist managers,12 line supervisors , 24 full time employees as check out specialists ,45 full time ware house and store staff and 35 floor asst now the problem is over the last 6 months steadily increasing demands of your products which in a region as whole , but the problem is wages are still stable in organization . Carefully draw a manpower plan for the organisation.
      • Indicating where and when staff are currently employed within the organisation .(keep the information u have to draw a structure)how long they r likely to stay in that position and future projects of staff requirments. You can assume that within you region these r 6 city centers in which u have 2 stores each (focus on large structures) the remaining 16 stores r located in small to medium peripheral towns draw a manpower chart for 12 large stores .
    • Defn1 An organization ensures that it has the right number and kind of people, at the right place , at the right time , capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives. Defn 2 It translates the organization’s objectives and plans into the number of workers needed to meet those objectives.
    • HRP is forecasting an organization’s future demand for and supply of the right type of people in the right number by keeping in mind the current scene. It is only after forecasting that the HRM department can initiate the recruitment & selection process. HRP is a sub-system in the entire organizational planning Without clear –cut planning, estimation of an organization’s human resource need is just a guess work Eg – ICICI Bank – Savvy HR saves ICICI Bank Rs.100 cr
      • Future Personnel Needs clubbed with current needs Eg – Public Sector
      • Coping with the change- Eg- voluntary quits, discharges, marriage, promotions seasonal and cyclical fluctuations, high rise in std of living
      • Creating Highly Talented People- Eg- L&T having 70% of MBA’s & Engineer employees
      • Protection of Weaker Sections – Eg– Plan for quota SC& ST categories etc
      • International Strategies- Eg Jet Airways has 30% of pilots as expats
      • Resistance to Change and Move
      • Foundation for Personnel Functions
      • Increasing Investments in Human Resources
      • NATIONAL LEVEL – at govt level & covers factors like population projection, programme of economic development educational facilities, occupational distribution and growth industrial & geog. Mobility of personnel.
      • SECTOR LEVEL central or state govt and may cover manpower needs of agricultural, industrial and service sector.
      • INDUSTRY LEVEL – manpower forecast for specific industries eg. Engineering, heavy industries consumer goods, public utility services etc
      • UNIT LEVEL estimation of human resources needs of an organization or a company based upon corporate plan.
      • DEPARTMENT LEVEL – at each dept level.
      • JOB LEVEL – particular job family within a department.
      • Type & Strategy of organization – Eg. Acquisitions or mergers would have
      • layoff as a strategy because of job duplication, AI & IA merger
      • Organizational growth cycles & Planning- Embryonic , growth, matured and decline phase
      • Environmental Uncertainties Eg – the expansion of the aviation industry there has been an interim shortage of technical personnel such as pilots
      • Time Horizon
      • Type and Quality of forecasting information
      • Nature of jobs being filled
      • Off loading of the work
    • Decision on the time span for the HRP Process Implementation of the HRP process HRP Process should be compatible with the organization’s policies and objectives Realistic and feasible process should be planned for It should be an integral part of the corporate plan
    •  
    •  
    • HRP Process – Diagram
    • Manpower Acquisition form for Reliance Infocomm
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    •  
      • Managerial Judgement
      • Managers across all levels sit together and forecast on their own judgment. This can be a top-down approach or bottom up approach and the judgments could be reviewed across departments, divisions and top management which could conclude on the final figures. Eg- Used in smaller organizations.
      • Ratio Trend Analysis
      • It involves studying past ratios and forecasting future ratios making some allowance for changes in the organization for its methods.
      • Work Study Techniques
      • It is possible when work measurement to calculate the length of operations and the amount of manpower required. The starting point can be production budget, followed by standard hours, output per hour, man-hours required etc
      • Delphi Techniques
      • It solicits estimates from a group of experts, and HRP experts normally acting as intermediaries, summarizes various responses and reports the findings back to experts
      • Flow Models
      • This technique involves the flow of following components . Determine the time required , establish categories, count annual movements, estimate probable transitions. Here demand is a function of replacing those who make a transition
      • Existing Human Resources
      • The existing employees can be categorized as skills inventories and managerial inventories
      • Skill Inventory
      • Personal data, skills, Special Qualifications, Salary, Job history ,Company data ,capabilities special preferences etc
      • Management Inventory – Work History, SW, Promotion Potential, Career Goals, Number and type of subordinates etc
      • Internal sources of supply
      • Inflows and Outflows ( transfers, promotion, separations, resignations, retirements, etc)
      • Turnover rate( No of sep pa./avg empl. Pa x 100)
      • Conditions of work (leaves , absences )
      • Productivity level
      • Job movements ( job rotations or cross functional utilizations )
      • External sources of supply
      • New blood, new experience , replenish the lost personnel .
      • Recruitment and Selection
      • Training and Development
      • Retraining and Redeployment
      • Retention plan
      • Downsizing Plans
      • Control and Evaluation of HRP
    •