1. ROLE OF MANAGEMENT
INFORMATION SYSTEMS IN
MANPOWER ALLOCATION
MAYANKBAHETI
KSHITIJ PURI

2. INTRODUCTION TO MANAGEMENT
INFORMATION SYSTEM
• The MIS is defined as a system which provides information
support for decision making in the organization.
• The MIS is defined as an integrated system of man and
machine for providing the information to support the
operations, the management and the decision making function
in the organization.
• The MIS is defined as a system based on the database of the
organization evolved for the purpose of providing information
to the people in the organization.
• The MIS is defined as a Computer based Information System.

3. WHAT IS MANPOWER ALLOCATION ?
• Manpower Allocation is an important process that: (1) enables
organizations to determine the most efficient manpower
composition, and (2) provides a foundation to recruit and/or
reorganize the manpower to achieve organizational goals. An
effective manpower plan has the right number of workers with the
right skills for the right tasks at the right time.
• Allocate manpower resources based on command
priorities, historical utilization data and analysis of mission/goals
and functions.
• Manpower allocation is a plan for using available
resources, especially in the near term, to achieve goals for the future.
It is the process of allocating manpower among the various projects
or business units.
• Allocation of power in terms of the workers available to a particular
group or required for a particular task.

4. MANPOWER ALLOCATION
• Manpower allocation helps in managing the impact of deficits
and excess in manpower supply through promotion, transfer
and job-rotation.
• Manpower retention means taking necessary steps to ensure
that the organization provides a conductive-atmosphere to the
employees to perform and keep each employee engaged.
• Manpower allocation is a step in manpower planning process.

5. TYPES OF MANPOWER ALLOCATION
• Centralized Manpower Allocation :
Centralized Manpower Allocation In this technique, a
centralized allocator keeps track of all the available resources.
All entities send messages requesting resources and the
allocator responds with the allocated resources.
• Hierarchical Manpower Allocation :
Hierarchical Manpower Allocation In this technique, the
resource allocation is done in multiple steps.
• Bi-Directional Manpower Allocation :
Bi-Directional Manpower Allocation This scheme allows two
independent allocators to allocate the same set of resources.

6. STEPS IN MANPOWER ALLOCATION
• Analyzing the current manpower inventory- Before a manager makes forecast of future
manpower, the current manpower status has to be analyzed. For this the following things have to be
noted-
• Type of organization
• Number of departments
• Number and quantity of such departments
• Employees in these work units
Once these factors are registered by a manager, he goes for the future forecasting.
• Making future manpower forecasts- Once the factors affecting the future manpower forecasts are
known, planning can be done for the future manpower requirements in several work units. The
Manpower forecasting techniques commonly employed by the organizations are as follows:
• Expert Forecasts: This includes informal decisions, formal expert surveys and Delphi
technique.
• Trend Analysis: Manpower needs can be projected through extrapolation (projecting past
trends), indexation (using base year as basis), and statistical analysis (central tendency measure).
• Work Load Analysis: It is dependent upon the nature of work load in a department, in a branch
or in a division.
• Work Force Analysis: Whenever production and time period has to be analysed, due allowances
have to be made for getting net manpower requirements.

7. Architectural Design Of MIS For Manpower
Allocation

8. Detailed Design Of MIS For Manpower
Allocation
Graphical User Interface
• The Graphical User Interface represents the user’s view of the
database. It is the front end to the user which is used for submission
of queries to the database.
Security
• This describes the security measures for the Database which include
access and use of the database at the system level by use of
username and password, and Data security by assigning user rights.
Database
• The database represents related data which is stored logically. It
comprises entities, attributes and relationships. Data stored can be
retrieved, updated, edited or deleted.

9. CONCEPTUAL LEVEL
• The conceptual model was designed independent of the physical features of the database such
as DBMS software and programming language. The Context Diagram was used to show the
general function of the entire system in relation to external entities.

10. Relationship Diagram For The Designed MIS
Manpower Allocation
• The Relationship
diagram shows the
relationships between
the different entities in
the system.
• The Entities were
identified using
information documented
in the users specification
and are:
Employee, Qualification
, Skill, Job. Entity
Relationships can be
One to One, One to
Many, and Many to

11. DATA FLOW FOR DESIGNED MIS FOR
MANPOWER ALLOCATION
• The Data Flow
Diagram is a
representation of
Entities, processes
, data flow and
data storage in the
system. It shows
activities which
transform data
within the
system, and how
data flows
into, out of, and
within the system.

12. USE OF MIS IN MANPOWER
ALLOCATION
• The management of human resources and human capitals.
• This component maintains a employee database containing
information about employees contact information, salary
details, attendance, performance evaluation and promotion details.
• This component helps the management to make use of the
employees best talent.

13. ADVANTAGES OF MIS IN MANPOWER
ALLOCATION
• It save time and money.
• It connects all decision centers in the organization.
• It increased the data processing and storage
capabilities.
• Another advantage of MIS is that it minimizes
information overload.
• It reduce fragmentation and duplication of data.

14. Case Study
Nursing Manpower
Allocation in Hospitals

15. CASE STUDY ON NURSING MANPOWER
ALLOCATION IN HOSPITALS
Objectives of Study
• Develop a nursing manpower allocation model which deals
with workload, assignment and best fit between patient’s
demands and nurses availability - in clinical wards.
• Establish a quantitative method that relates to productivity
issues and to quality of care - for nursing activities.

16. METHOD
• Redefine nursing activities to allocate productive ways to deal
with dynamics of patients variability
• Define nursing skills suitable for proper handling at different
nursing levels for various patient’s needs
• Determine work load and nursing activities in a quantitative
way – on basis of performance measurement
• Exercise findings and study approach in 2 Internal Med.
Wards and 1 Surgery Ward in Sheba Med. Center
• Use simulation procedures to forecast best nurse and patient
mixture– create a decision tool for management

17. METHOD
Nursing allocation Patients
policies definition classification
Forecasting Establishing time data
patients base for nursing
blend activities
in target unit
Simulation
Influence of the nursing FTE’s Converting the simulator
on the nursing quality of care results to a nursing FTE’s

18. THANK YOU