MANPOWER PLANNING

at
H-LINE SOFT INFORMATION
TECHNOLOGIES PVT. LTD

USHA PENMETSA
08D21E0051
 Introduction

• Manpower Planning or Human

resource planning is the process of
systematically forecasting the future
demand and supply for employees MAN POWER
and the deployment of their skills PLANNING
within the strategic objectives of the
organization.
MAN POWER PLANNING

• It is the process by which

Management determines how the
management should move from its
current manpower to its desired
manpower utilization.
 Definition
• Man power is the Total supply of
personnel available or engaged for a
specific job or task.
• Planning is nothing the way to use
the available assets for the effective MAN POWER
PLANNING
implementation of the production
plans.
• Manpower Planning which is also
MAN POWER PLANNING
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.
 Objectives of the Study
The main objectives of the study of manpower planning are to :

• The variations in efficiency, productivity, and flexibility of labor as a result of

training, work study, organizational change, motivation, etc.
• Check out the changes in the organization due to the changes in employment
practices.
• Whether they are able to predict sales and production forecasts properly or
not?
• To know about the variations which respond to the new legislations i.e.,
payroll taxes or their abolition.
• To study about the effects of technological change.
• To concentrate on the effects of change of government policies.
• Whether or not the employees in the organization are satisfied with the
practices going on in the organization.
 About H-LINE SOFT
• H- Line soft started in 2006 as a team in Hyderabad of web designing software
development research but slowly paced up to wide variety of services from
website development to software development.
• Mission
Leveraging the latest in Information Technology to address real- life business
issues and developing innovative solutions for maximizing the business
growth.
• Vision

To harness and hone the best of marketing, strategic and technical skills for de
velopmentof customer- centric and “e”nnovative e- business solutions and
business process automation tools. These in turn will optimize their customer
online growth and offline business potentials.
 Research Methodology
• The research design used for this particular analysis is a descriptive type
research design followed. The techniques for collecting the information were
devised from several methods like observation, questionnaires, etc.

• Sample Size: 70
Top Level Executives: 8
Middle Level Managers: 15
Low Level Employees: 47

• Statistical Tools Used: simple percentage technique

Percentage analysis = (no. of respondents/ total no. of respondents) ×100
 Findings
According to the answers given to the questionnaire I have found the
following
in H-line Soft. They are:

1. The organization has a greater respect and recognition from its clients.
2. More teamwork/ colleagueship were found in the organization.
3. They establish and maintain a strong long term client relationships.
4. They are always innovative in the type of services they bring into the
5. They communicate openly and honestly with the people.
6. They respond quickly to the changing client needs.
7. They develop and implement effective business plans.
8. They motivate their employees to do the best possible job for its clients.
9. The firm offers good growth opportunities.
10. Every Employee is proud to be the part of the firm.
 Suggestions
• The firm should not only get prestigious clients but also get prestigious works
from the different types of their clients.
• More team work should be encouraged than the present.
• The incentive system should be changed to influence partners to act differently.
• Investment should be increased in new services development.
• Recruiting patterns to obtain the right non-partners for the current and future
practice must be changed.
• Advantage must be taken of their own firm wide network.
• Sensitiveness to local and cultural differences between the practice areas must
be reduced.
• Partners should be attracted and retain by offering the best and fair share price.
• The employees must be given best opportunities to improve their skills.
• Professionals must be encouraged to develop better and new ways of doing
things
 Conclusions
• Development of the employee is given the top priority.
• The quality with which they serve their clients and with which the
professionals do their work are maintained.
• The management always follows best practices to face the fierce competition
in the market.
• They always do innovative things to secure their position among their
competitors.
• The overall value of their services which is far higher than of their competitors
and is maintained constantly.
• Friendliness and cooperation among every level in the organization is always
maintained.
• Advantages and every opportunity are grabbed from the firm wide network.
• Recruiting patterns to obtain the right non-partners for the current and future
practice must be changed.
• The compensation system is always maintained fair and equitable.
• Proper coaching must be given to the employees for improving their
performance.
 Limitations of the Study
• The study is limited only to IT sectors & the analysis and report is confined
only to H-Line soft information technologies Pvt. Ltd.
• The information collected is limited for a period of time of one year from May
2009 to May 2010.
• The data provided is superficial data given by managers and the trainers to the
maximum extent.
Thank you