Professional Documents
Culture Documents
Manpower Planning
Manpower Planning
DECENTRALIZED WORKSITES
Decentralized site involves redistribution of decision making, people, power and
functions. The organization which deals in service providing
business decentralizes their work site in order to serve to any
specific geographical region. Following are few reasons why decentralized work sites
face problems:-
1. Inconsistent experience - Each department independently decides their needs and
doesn’t consider other units or the entire experience.
2. Inefficient usage of
resources– There are different
needs in different departments
of the sites, usually most of the
operations are directed by the
senior officials of the main
office, the local employees are
treated merely as a facilitators,
which results in the inefficient
3. Slow turnaround time– To establish and usage of resources.
maintain an entirely new and independent
work sites causes much more time than the
centralized office. Dr. Isa Mishra
MANPOWER PLANNING
Shortages and surpluses can be identified so that quick action can be taken
wherever required.
All the recruitment and selection programmes are based on manpower
planning.
It also helps to reduce the labour cost as excess staff can be identified and
thereby overstaffing can be avoided.
It also helps to identify the available talents in a concern and accordingly
training programmes can be chalked out to develop those talents.
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.
It helps the organization to realize the importance of manpower
management which ultimately helps in the stability of a concern.
Type of organization
Number of departments
Number and quantity of such departments
Employees in these work units
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 & Work Force Analysis: It is dependent upon the nature of work load in a
department, in a branch or in a division.
Whenever production and time period has to be analysed, due allowances have to
be made for getting net manpower requirements.
Other methods: Several Mathematical models, with the aid of computers are used to
forecast manpower needs, like budget and planning analysis, regression, new venture
analysis.
Time requirement for service jobs, query resolution, managerial jobs, etc. to be based on
past experience & benchmarking with others.
Limitations :
Man hours for jobs = Time requirement of each job component x no. of
projected jobs
D. Converting the man hours into manpower requirement : This is done considering
fatigue allowance, leave reserve, etc.
A. Job Classification
Job category Hours per job
Related to meters 0.75
Related to installation 2.50
Related to maintenance 1.50
Related to emergency calls 1.10
b. Out of 8 hours, 4.8 hours is available after giving a 40% reduction in man hours
per employee per day. (40 % of 8 hrs is 3.2 hrs which is deducted)
No. of YEAR
Maintenance
staff required
2002 2003 2004 2005
Employees 57 64 73 84
(275.25/4.8)
B. Normal Budgetary process : Budget of last year is pitched forward with a hike or
reduction as per upcoming situations apprehended / anticipated in the upcoming
financial year.
C. Moving Average Method : Here, average of the combined employment level data
for the recent past is considered as forecasted employment level for the next period.
D. Wastage Analysis Method : This aids in the study of extent of labor turnover.
1. Productivity rise is always not due to human effort. It can be due to changes in
technology / sum total of operational & managerial efficiency. All factors have to be
integrated. However, all factors cannot be computed. Managerial judgment is used
then which can be subject to error.
2. Cannot be used in jobs which are not totally quantifiable like Customer Relationship,
Grievance handling.
3. Lack of proper HRIS may give inaccurate data.
4. Unavailability of previous data
5. Extrapolating on previous data can lead to problems as situations may be different.
Here, quantitative tools lose importance.
A. Wastage Analysis
Differential Transit
Time
Weeks Months / Years
Normal observations:
Stable workforce % = No. of employees with more than 1 year of service X 100
Total employed one year ago
A. DELPHI TECHNIQUE
i. First, the group facilitator selects a group of experts based on the topic being
examined.
ii. Once all participants are confirmed, each member of the group is sent a
questionnaire with the instructions to comment on each topic based on their
personal opinion, experience or previous research.
iii. The questionnaires are returned to the facilitator who groups the comments
and prepares copies of the information.
iv. A copy of the compiled comments is sent to each participant, along with the
opportunity to comment further.
v. At the end of each comment session, all questionnaires are returned to the
facilitator who decides if another round is necessary or if the results are
ready for publishing. The questionnaire rounds can be repeated as many
times as necessary to achieve a general sense of consensus.
Benefits :
The Delphi method seeks to aggregate opinions from a diverse set of experts,
and it can be done without having to bring everyone together for a physical
meeting.
Since the responses of the participants are anonymous, individual panelists
don't have to worry about repercussions for their opinions.
Consensus can be reached over time as opinions are swayed.
Disadvantages :
While the Delphi method allows for commentary from a diverse group of
participants, it does not result in the same sort of interactions as a live
discussion.
Response times can be long ,which slows the rate of discussion.
It is also possible that the information received back from the experts will
provide no innate value.
Selection of experts has to be done in the right manner.
i. First, the group facilitator selects a group of experts based on the topic being
examined.
ii. All experts assemble together to comment on each topic based on their
personal opinion, experience or previous research. In case they cannot be
physically present, they are allowed to discuss amongst themselves.
iii. Experts rank their ideas as per their perceived priority.
iv. All ranked ideas are studied and group consensus is arrived at.