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Project Report ON Manpower Planning: Bimhrd
Project Report ON Manpower Planning: Bimhrd
PROJECT REPORT
ON
MANPOWER PLANNING
submitted by:
Shivam Chauhan
Sri Balaji Society Roll No. – HRD1310435
Submitted to: PGDM (PM&HRD)
Batch: 2013-15
TABLE OF CONTENTS
2 Declaration 4
3 Acknowledgement 5
4 Executive summary 6
5 Introduction 8
7 Findings 77
8 Conclusions 78
9 Recommendations 79
10 Bibliography 80
CERTIFICATE OF THE GUIDE
This is to certify that the Summer Training Project Work titled ”MANPOWER
PLANNING ” is a bonafide work of Shivam Chauhan , Roll No.-HRD1310435
carried out in partial fulfilment for the award of degree of Post Graduate
Diploma In Management (PM&HR) for the Academic year 2013-2015 of Balaji
Institute of Management & Human Resource Development, Pune under my
guidance.
The project work is original and not submitted earlier for the award of any
degree/diploma or associate ship of any other University/Institution.
Place:
Date: Signature of the Guide
DECLARATION
I ,hereby declare that the Summer Training Project Work entitled ” MANPOWER
PLANNING ” submitted to Balaji Institute of Human Resource Managment, Pune is a
record of original work done by me under the guidance of Mr. Sameer Raul , Area hr
manager ACC Concrete .
I further declare that no part of this project has been published or submitted to anybody.
First of all, I would like to express my sentiments of gratitude and in debtness to the entire
family of Reliance Communication Pvt. Ltd and especially Mr.Sameer Raul (Area Hr
Manager ) , who provided me such a wonderful opportunity to do Summer Training and
provided their valuable suggestions in understanding the work of the Project.
Words can never express the deep sense of gratitude, I feel for Reliance Communication
employees, who has been a constant source of inspiration and encouragement for me.
I would also thank my Institution and my faculty members without whom this project would
have been a distant reality
I am heartily thankful to all the persons who helped and cooperated with me for completion
of this report. Without their help this report would not have been completed.
Shivam Chauhan
Roll No.- HRD1310435
PM&HR (2013-2015)
EXECUTIVE SUMMARY
Human resources represent the most key component of modern organizations with the
increase in the size and complexity of business organization. The accomplishment of
organizational vision, mission, goals and objectives depends to a large extent on having right
persons in right place as well as the commitment and contributions of those involved
manpower to their job and to the organization. An organization is nothing without manpower
because effective and efficient human resource is the most valuable asset of any organization.
As a matter of fact, a sound and effective human resource management is seen as the most
significant variable that determines the performance of an enterprise. Human resource can be
effective if the organization has an effective human resource function and if it is properly
utilized throughout the organization.
Recruitment and selection are the most important component of human resource process or
function of any organization. These are two milestone in the way of achieving organization’s
vision, mission, goals, objectives and ultimately competitive advantage.
In this report purposes are to identify Recruitment and Selection process of “Acc ltd”. This
report is designed in four major chapters. Initially, in the first chapter that means in the
Introductory part we have define the subject, objective of the report, sources and
methodology used to gather and process data, and a literature review. The second chapter of
the report is about the organization. Third chapter is totally covered analysis and findings.
Finally, in the last chapter of our report we have recommend Al-Arafah Ltd on the basis of
findings and a conclusion of the overall report has been drawn. We have tried to cover issues
like planning phase of both internal and external recruitment, recruitment budget, recruitment
guide, process of strategy development, sources of recruitment (both external and internal),
internal recruitment process, selection planning, process of select employees etc.
INTRODUCTION
During my summer internship, I was assigned the project to conduct a project on manpower
planning at Acc Concrete Ltd.,
My project was to study about the manpower planning process ,its benefits and need in the
company .The data collected by me was mostly secondary as well as primary data collection
According to the HR professionals working for the HR Division (Currently named, when
commence it was Personnel Department) “Thus human resources is the most valuable asset
for the Bank.” The Bank is committed to recruiting high-caliber employees and providing
them with training and working environment they need to perform at the highest level. It
recognizes the importance of making the Bank an employer of choice. To that goal in view, it
ensures that the employees understand the strategic plans and objectives of the Bank and are
clear about what is expected of them. The Bank promotes the importance of high ethical
standards in its employees. They have to act within the prescribed code of conduct and are
not permitted to solicit or accept any inducements which are likely conflict with their duties
to clients. Appraisal of their individual performance by training process is done in a rating
scale against objectives and the Bank’s prescribed core values.
The Bank tries to create a mutual trust and dignity and their investment in Human Resource
base with the right level of skills and talent to meet current and future and retain the human
resource base with the right level of skills and talent to meet current and future needs.” The
employees of the Bank are given on the job training and are sent to different training
program/seminar, workshop at home and abroad. The training institute of the Bank arranges
various courses, workshops, and seminars on important aspects of Banking. The deserving
staffs are rewarded as per their performance with accelerated promotion and other incentives.
Training is pursued for both conventional and Islamic Banking division of this Bank.
Objectives:
Broad Objective: The primary objective of the report is to know about the recruitment and
selection process of “Al-Arafah Bank Ltd”.
Specific Objectives:
To know about how Al-Arafah plan before recruit and select people internally
and externally
To know do they use any recruitment guide to follow the required steps or not
To know about strategies that the bank follows to proceed recruitment and
selection process
The Ready Mix Concrete (RMC) industry is growing due to the superior technical properties
over normal concrete, but the potential is still huge
The Ready Mix Concrete (RMC) industry in India is in its early stages with cement
consumption of just 2-3 per cent of total production. This is evident from the fact that in the
West, the RMC consumes 60 per cent of total cement production. However, since the demand
for RMC is expected to grow exponentially, cement manufacturers in India such as Ultratech,
ACC, Madras Cements, India Cements, Ambuja Cements, among others, have forayed into
the business. As the industry grows, it will make aggregate distribution and production more
organized as large players are likely to venture into the aggregates business themselves or
have a long-term relationship with commercial aggregate companies.
The cement companies are able to leverage the RMC market in a better way since cement is
one of the essential ingredients in the manufacture of RMC. Of course, acquiring and
operating suitable aggregate quarries in India is a difficult task, but since cement companies
possess sufficient experience in limestone quarrying will have technical competency of
running such captive operations too.
COMPANY PROFILE
ACC (ACC Limited) is India's foremost manufacturer of cement and concrete. ACC's
operations are spread throughout the country with 17 modern cement factories, more than 40
Ready mix concrete plants, 21 sales offices, and several zonal offices. It has a workforce of
about 9,000 persons and a countrywide distribution network of over 9,000 dealers.
ACC has rich experience in mining, being the largest user of limestone. As the largest cement
producer in India, it is one of the biggest customers of the domestic coal industry, of Indian
Railways, and a considerable user of the country’s road transport network services for inward
and outward movement of materials and products.
ACC plants, mines and townships visibly demonstrate successful endeavours in quarry
rehabilitation, water management techniques and ‘greening’ activities. The company actively
promotes the use of alternative fuels and raw materials and offers total solutions for waste
management including testing, suggestions for reuse, recycling and co-processing.
ACC was the first recipient of ASSOCHAM’s first ever National Award for outstanding
performance in promoting rural and agricultural development activities in 1976. Decades
later, PHD Chamber of Commerce and Industry selected ACC as winner of its Good
Corporate Citizen Award for the year 2002. Over the years, there have been many awards and
felicitations for achievements in Rural and community development, Safety, Health, Tree
plantation, afforestation, Clean mining, Environment awareness and protection.
PRODUCT PROFILE
ACC set up India's first commercial Ready Mix Concrete (RMC or RMX) plant in Mumbai
in 1994. ACC Concrete is one of the largest manufacturers of RMX in India with over 50
modern plants in major cities such as Mumbai, Bangalore, Kolkata, Chennai, Delhi.
Hyderabad, Goa, Pune and Ahmedabad.
Ready Mix Concrete, or RMX as it is popularly called, refers to concrete that is specifically
manufactured for delivery to the customer's construction site in a freshly mix and plastic or
unhardened state. Concrete itself is a mixture of Portland Cement, water and aggregates
comprising sand and gravel or crushed stone. In traditional work sites, each of these materials
is procured separately and mix in specified proportions at site to make concrete. Ready Mix
Concrete is bought and sold by volume - usually expressed in cubic meters. ACC established
the country’s first commercial ready-mix concrete (RMX) in Mumbai. ACC’s pioneering
efforts in this respect along with the introduction of bulk cement handling facilities have been
responsible for redefining the pace and quality of construction activity in metropolitan cities
and in mega infrastructure projects. The JJ flyover in Mumbai was the first mega construction
project in India to use High Performance Concrete of M-75 grade
RMX can be custom-made to suit different applications.
ACC Subsidiaries:
1. Bulk Cement Corporation India Ltd (BCCI)
2. ACC Machinery Company Ltd (AMCL)
3. ACC Nihon Casting Ltd (ANCL)
HR AT ACC Ltd
Employee welfare receives prime attention at ACC. We have several schemes for general
welfare of employees and their families. These cover education, healthcare, retirement
benefits, loans and financial assistance and recreation facilities. ACC townships have
excellent schools that are often the best in the district. Education at these schools is
subsidized for employees’ wards. We offer attractive scholarship allowances for children
studying at places away from their parents, merit scholarships for outstanding children and
financial assistance for employees’ children to pursue higher professional education.
Liberal medical benefits are made available to employees and their family members by way
of reimbursements towards normal medical treatment, domiciliary treatments and special
sanctions for serious illness. Each of our townships has well-equipped health care centre’s
with qualified medical staff and facilities, ambulance, referrals and tie-ups with reputed
hospitals for specialized treatment. In addition, there are regular health checkups, camps and
programmes.
Employees are eligible to apply for loans and financial assistance for various purposes such
as purchase of assets, residential premises as well as a scheme that provides for supply of
cement at subsidized rates to those building their own houses.
At our cement plants and factories, employees are provided furnished and unfurnished
accommodation based on their entitlements. At many locations, the employees are given free
electricity, free water supply and free bus facility for nearby places and schools. These houses
are well-maintained and periodically upgraded.
INTRODUCTION ABOUT TOPIC
Manpower Planning which is also called as Human Resource Planning consists of putting
right number of people, right kind of people at the right place, right time, doing the right
things for which they are suited for the achievement of goals of the organization. Human
Resource Planning has got an important place in the arena of industrialization. Human
Resource Planning has to be a systems approach and is carried out in a set procedure. The
procedure is as follows:
Manpower Planning is a two-phased process because manpower planning not only analyses
the current human resources but also makes manpower forecasts and thereby draw
employment programmes. Manpower Planning is advantageous to firm in following manner:
1. Shortages and surpluses can be identified so that quick action can be taken wherever
required.
2. All the recruitment and selection programmes are based on manpower planning.
3. It also helps to reduce the labour cost as excess staff can be identified and thereby
overstaffing can be avoided.
4. It also helps to identify the available talents in a concern and accordingly training
programmes can be chalked out to develop those talents.
5. It helps in growth and diversification of business. Through manpower planning,
human resources can be readily available and they can be utilized in best manner.
6. It helps the organization to realize the importance of manpower management which
ultimately helps in the stability of a concern.
Following are the main obstacles that organizations face in the process of manpower
planning:
d. Exit Interviews, the rate of turnover and rate of absenteesim are source of vital
information on the satisfaction level of manpower. For conservation of Human
Resources and better utilization of men studying these condition, manpower
control would have to take into account the data to make meaningful analysis.
e. Extent of Overtime: The amount of overtime paid may be due to real shortage
of men, ineffective management or improper utilization of manpower.
Manpower control would require a careful study of overtime statistics
Few Organizations do not have sufficient records and information on manpower. Several of
those who have them do not have a proper retrieval system. There are complications in
resolving the issues in design, definition and creation of computerized personnel information
system for effective manpower planning and utilization. Even the existing technologies in
this respect is not optimally used. This is a strategic disadvantage.
Recruitment is of 2 types
a. Transfers
b. Promotions (through Internal Job Postings) and
c. Re-employment of ex-employees - Re-employment of ex-employees is one of the
internal sources of recruitment in which employees can be invited and appointed to
fill vacancies in the concern. There are situations when ex-employees provide
unsolicited applications also.
2. External Recruitment - External sources of recruitment have to be solicited from
outside the organization. External sources are external to a concern. But it involves lot
of time and money. The external sources of recruitment include - Employment at
factory gate, advertisements, employment exchanges, employment agencies,
educational institutes, labour contractors, recommendations etc
Employee Selection is the process of putting right men on right job. It is a procedure of
matching organizational requirements with the skills and qualifications of people. Effective
selection can be done only when there is effective matching. By selecting best candidate for
the required job, the organization will get quality performance of employees. Moreover,
organization will face less of absenteeism and employee turnover problems. By selecting
right candidate for the required job, organization will also save time and money. Proper
screening of candidates takes place during selection procedure. All the potential candidates
who apply for the given job are tested
But selection must be differentiated from recruitment, though these are two phases of
employment process. Recruitment is considered to be a positive process as it motivates more
of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data.
While selection is a negative process as the inappropriate candidates are rejected here.
Recruitment precedes selection in staffing process. Selection involves choosing the best
candidate with best abilities, skills and knowledge for the required job.
Once the candidates are selected for the required job, they have to be fitted as per the
qualifications. Placement is said to be the process of fitting the selected person at the right job
or place, i.e. fitting square pegs in square holes and round pegs in round holes. Once he is
fitted into the job, he is given the activities he has to perform and also told about his duties.
The freshly appointed candidates are then given orientation in order to familiarize and
introduce the company to him. Generally the information given during the orientation
programme includes-
Employee’s layout
Type of organizational structure
Departmental goals
Organizational layout
General rules and regulations
Standing Orders
Grievance system or procedure
In short, during Orientation employees are made aware about the mission and vision of the
organization, the nature of operation of the organization, policies and programmes of the
organization.
The main aim of conducting Orientation is to build up confidence, morale and trust of the
employee in the new organization, so that he becomes a productive and an efficient employee
of the organization and contributes to the organizational success.
The nature of Orientation program varies with the organizational size, i.e., smaller the
organization the more informal is the Orientation and larger the organization more formalized
is the Orientation programme.
Proper Placement of employees will lower the chances of employee’s absenteeism. The
employees will be more satisfied and contended with their work.
Training of employees takes place after orientation takes place. Training is the process of
enhancing the skills, capabilities and knowledge of employees for doing a particular job.
Training process moulds the thinking of employees and leads to quality performance of
employees. It is continuous and never ending in nature.
Importance of Training
Training is crucial for organizational development and success. It is fruitful to both
employers and employees of an organization. An employee will become more effic ient and
productive if he is trained well.
1. Improves morale of employees- Training helps the employee to get job security and
job satisfaction. The more satisfied the employee is and the greater is his morale, the
more he will contribute to organizational success and the lesser will be employee
absenteeism and turnover.
2. Less supervision- A well trained employee will be well acquainted with the job and
will need less of supervision. Thus, there will be less wastage of time and efforts.
3. Fewer accidents- Errors are likely to occur if the employees lack knowledge and
skills required for doing a particular job. The more trained an employee is, the less are
the chances of committing accidents in job and the more proficient the employee
becomes.
4. Chances of promotion- Employees acquire skills and efficiency during training.
They become more eligible for promotion. They become an asset for the organization.
5. Increased productivity- Training improves efficiency and productivity of
employees. Well trained employees show both quantity and quality performance.
There is less wastage of time, money and resources if employees are properly trained.
Ways/Methods of Training
Employee Remuneration refers to the reward or compensation given to the employees for
their work performances. Remuneration provides basic attraction to a employee to perform
job efficiently and effectively. Remuneration leads to employee motivation. Salaries
constitutes an important source of income for employees and determine their standard of
living. Salaries effect the employees productivity and work performance. Thus the amount
and method of remuneration are very important for both management and employees.
1. Time Rate Method: Under time rate system, remuneration is directly linked with the
time spent or devoted by an employee on the job. The employees are paid a fixed pre-
decided amount hourly, daily, weekly or monthly irrespective of their output. It is a
very simple method of remuneration. It leads to minimum wastage of resources and
lesser chances of accidents. Time Rate method leads to quality output and this method
is very beneficial to new employees as they can learn their work without any
reduction in their salaries. This method encourages employees unity as employees of
a particular group/cadre get equal salaries.
There are some drawbacks of Time Rate Method, such as, it leads to tight supervision,
indefinite employee cost, lesser efficiency of employees as there is no distinction
made between efficient and inefficient employees, and lesser morale of employees.
Time rate system is more suitable where the work is non-repetitive in nature and
emphasis is more on quality output rather than quantity output.
There are some drawbacks of this method, such as, it is not easily computable, leads
to deterioration in work quality, wastage of resources, lesser unity of employees,
higher cost of production and insecurity among the employees.Piece rate system is
more suitable where the nature of work is repetitive and quantity is emphasized more
than quality.
BENEFITS OF MANPOWER PLANING
Planning staff levels requires that an assessment of present and future needs of the
organisation be compared with present resources and future predicted resources.
CONCLUSION
The study provided me about in depth knowledge as to what actual recruiting process is and
what are the critical areas that need to be taken into consideration while estimating the actual
manpower required in relation with their skills and capabilities required for the designated
position so as to have a potential talent for each and every positions within the organization.
We would hence conclude that raising and maintaining manpower requirements lies in the
hands of an organization and requires a perfect blend of time, effort, commitment and
investment to craft a successful Endeavour.
The recruitment process provided us the insight as to what actually recruitment process is
and tactics to communicate with candidates while recruiting them
RECOMMENDATIONS
Proper arrangement of first aid facilities & room for employees at all plants should be
made mandatory and also an ambulance van for critical injury
Dealing with employees and worker with equal respect at workplace irrespective of
positions they hold.
Improvement in Employee Relationship and Communication.
To provide bonus to employee on festivals to make them more attached and motivated
towards the organization.
To incur recruitment from only one source cannot provide potential candiadate for
the desired job ,organization should switch on to few other sites such as times job,
monster job etc
Organization should continue conducting these activities from time to time,it should
not be like conducting once in every 6 months , it demolishes their will to participate .
Like employee birthday calendar for corporate employees, similarly employee
birthday calendar for worker at plant level should also be done .
Arrangement of suggestion and query box in each and every plant should be done
and Initiate Immediate Action for employee responses to queries and problems .
Cameras should be installed within the office premises so that employee timely work
and individual performance can be timely measured & also safety of employee
belongings .
Apart from carom , arrangements for chess, dart and pool should be also installed.
BIBLIOGRAPHY
1. Books
2. Websites:
http://en.wikipedia.org
www.books.google.com
www.hr-guide.com