MANPOWER PLANNING

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:

1. Analysing the current manpower inventory 2. Making future manpower forecasts

3. Developing employment programmes

4. Design training programmesSteps in Manpower Planning

1. Analysing the current manpower inventory- Before a manager makes forecast of future manpower, the current manpower status has to be analysed. 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. 2. 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:

i. Expert Forecasts: This includes informal decisions, formal expert surveys and Delphi technique.

ii. Trend Analysis: Manpower needs can be projected through extrapolation (projecting past trends), indexation (using base year as basis), and statistical analysis (central tendency measure).

iii. Work Load Analysis: It is dependent upon the nature of work load in a department, in a branch or in a division.

iv. Work Force Analysis: Whenever production and time period has to be analysed, due allowances have to be made for getting net manpower requirements.

v. 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.

3. Developing employment programmes- Once the current inventory is compared with future forecasts, the employment programmes can be framed and developed accordingly, which will include recruitment, selection procedures and placement plans.

4. Design training programmes- These will be based upon extent of diversification, expansion plans, development programmes,etc. Training programmes depend upon the extent of improvement in technology and advancement to take place. It is also done to improve upon the skills, capabilities, knowledge of the workers.

Importance of Manpower Planning

1. Key to managerial functions- The four managerial functions, i.e., planning, organizing, directing and controlling are based upon the manpower. Human resources help in the implementation of all these managerial activities. Therefore, staffing becomes a key to all managerial functions.

2. Efficient utilization- Efficient management of personnels becomes an important function in the industrialization world of today. Seting of large scale enterprises require management of large scale manpower. It can be effectively done through staffing function.

3. Motivation- Staffing function not only includes putting right men on right job, but it also comprises of motivational programmes, i.e., incentive plans to be framed for further participation and employment of employees in a concern. Therefore, all types of incentive plans becomes an integral part of staffing function.

4. Better human relations- A concern can stabilize itself if human relations develop and are strong. Human relations

become strong trough effective control, clear communication, effective supervision and leadership in a concern. Staffing function also looks after training and development of the work force which leads to co-operation and better human relations.

5. Higher productivity- Productivity level increases when resources are utilized in best possible manner. higher productivity is a result of minimum wastage of time, money, efforts and energies.

MANPOWER PLANNING PROCESS

Recruitment Selection Training and development Performance appraisal

1.RECRUITMENT:-

Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates to a one or more jobs within an organisation, either permanent or temporary. The term may sometimes be defined as incorporating activities which take place ahead of attracting people, such as defining the job requirements and person specification, as well as after the individual has joined the organisation, such as induction and onboarding. Recruitment

can also refer to processes involved in choosing individuals for unpaid positions, such as voluntary roles or training programmes.

2.SELECTION

SELECTION & INTERVIEW:-According to SCOTT, “An interview a purposeful exchange of ideas, the answering of question and communication b/w two or more person.’’

“The interview is a selection technique which enables the employer to view the total individual and directly appraise him and his behavior.

3.TRAINING& DEVELOPMENT

No industrial organization can long ignore the training and development needs of its employees without seriously inhabiting its performance.

The development of high potential workers with the support of continuous training and retraining is now –a-day seen as a core element in the development of competitive advantage of the organization.

IMPORTANCE OF TRAINING :-

• Reducing in cost of production.

• Maximum utilization of material &man.

• Minimum possibility of accident.

• Stability in organization.

• High moral.

4.PERFORMANCE APPRAISAL:-

An organization’s goals can be achieved only when people put in their best efforts. How to ascertain whether an employee has shown his or her best performance on a given job? Of HRM

“PERFORMANCE APPRAISAL IS AN OBJECTIVE ASSESSMENT OF AN INDIVIDUAL’S PERFORMNCE AGAINST WELL DEFINED BENCHMARKS.”

Performance management refers to the entire process of appraising performance giving feedback to the employees and offering rewards or the employees and offering rewards or punishment to them.

COMPANY PROFILE

India's largest company in the automobile and commercial vehicle sector with upwards of 70% cumulative Market share in the Domestic Commercial vehicle segment, and a midsized player on the world market with 0.81% market share in 2007 according to OICA data. The OICA ranked it as the 19th largest automaker]

based on figures for 2007. and the second largest manufacturer of commercial vehicles in the world. The company is the world’s fourth largest truck manufacturer, and the world’s second largest

bus manufacturer. In India, Tata ranks as the leader in every commercial vehicle segment, and is in the top 3 makers of passenger cars. Tata Motors is also the designer and manufacturer of the iconic Tata Nano, which at INR 100,000 or approximately USD 2300, is the cheapest car in the world.Established in 1945, when the company began manufacturing locomotives, the company manufactured its first commercial vehicle in 1954 in a collaboration with In 2005, was ranked among the top 10 corporations in India with an annual revenue exceeding INR 320 billion.

AIM /MISSION/ VISION OF COMMERCIAL GROUP OF TATA MOTORS-:

Aim: Customer oriented Quality Product.

Mission -:To meet the world for the future growth, the group greatest assets is its total commitment to your satisfaction now and in the future.

Vision-:To diversify information various upcoming sectors we no to group up with the global liberalizations.

values -: - Delight customer.

• Deliver on commitment.

• Develop people.

• Depend on each other.

OBJECTIVE OF THE STUDY

1.To know the prevailing method for accessing the demand of future manpower requirement in the organization.

2.To study the effect of manpower planning on organizations performance.

3.To identify the method of ascertaining supply of employees.

4.To study the common problem in manpower planning.

5.To study the factor or trends that influence manpower planning.

RESEARCH METHODOLOGY

According to, the Advanced Learner’s Dictionary of Current English

“ A careful investigation or inquiry specially through search for new facts in any branch of knowledge.”

• . Sample Size –sample size for this study is 100 respondents who are approached through structured questionnaire.

Sample Area –This research study has been conducted in Tech Mahindra Office ,New Delhi

Sources of data

Primary data: collected through questionnaire

SECONDARY DATA has been collected chiefly from the following sources:

Newspaper and magazines Internet

Data collection tools-Convenient sampling

DATA ANALYSIS AND INTERPRETATIONQ 1: Does your Organisation has specific model for doing manpower planning?

Yes No

yes 87No 13

Interpretation

Most of the employees think that organization has specific manpower planning model.

2. Do you think manpower planning help you during recession?

Yes No

yes 23No 77

Interpretation

Most of the employees think organization does not help them during recession

3. How does your organization forecast demand for new employees/

Trend analysis Managerial estimate Inventory method

Trend analysis 20Managerial estimate 27Inventory method 53

Interpretation

Demand of employees are mostly forecasted by inventory methods.

4. How is the supply of employees is forecasted?

Through staffing table

Skill inventories

Replacement charts

Government policies

Through staffing table 15Skill inventories 30Replacement charts 50Government policies 5

Interpretation

Supplies of employees are mostly forecasted by replacement charts.

5. Does your organization include training model in a manpower planning process?

Yes No

yes 90No 10

Interpretation

Most of the employees thinks that training model is included in HRP process.

6. What kind of training would you choose to have in your organisation?

Soft skills Technical skills Both

Soft skills 30Technical skills 20Both 50

Interpretation

Most employees prefer both the training methods.

7. Do you face any problem in manpower planning?

Yes No Can’t say

Yes 30No 20can’t say 50

Interpretation

Most of the employees don’t know about the manpower planning problems.

8. What common problem do you face in manpower planning?

Lack of understanding

Trouble of techniques

Misinformation

Lack of understanding 60Trouble of techniques 20

Misinformation 20

Interpretation

Lack of understanding is the common problem in manpower planning.

9. What factors influence manpower planning?

Business growth

New skill requirement

Obsolence of current skills

Demographic changes

Social changes

Business growth 33New skill requirement 23Obsolence of current skills 24Demographic changes 5Social changes 7all of the above 8

Interpretation

Business growth mostly influence manpower planning.

FINDINGS

Most of the employees think that organization has specific manpower planning model.

Demand of employees are mostly forecasted by inventory methods.

Supplies of employees are mostly forecasted by replacement charts.

Most of the employees thinks that training model is included in HRP process.

Most employees prefer both the training methods.

LIMITATIONS

Participants were not feeling free to express their perception concerning the organization.

Time is the one constraint for the survey

People are less interested in filling up the questionnaire.

Non co-operative behavior of the respondents.

RECOMMENDATIONS

Organization should make an attempt to make proper manpower planning.

Proper training and development programmes should be adopted.

Attempts should be made for proper performance appraisal of employees.

There must be appropriate procedure for proper communication channel.

CONCLUSION

After analyzing various function of the organization the social, technical and educational background of the employees, policies and strategies adopted by COMMERCIAL GROUP OF TATA

MOTORS, benefits and services provided by the company to its employee, I concluded that-

COMMERCIAL GROUP OF TATA MOTORS is presently laid to great extent for adopting superb recruitment process to that the selection of best employee is possible.

It is successful in integrated utilization of human resources for achieving the organizational objective.

It is clear from the performance from its establishment it is consistently increasing its profit and growing rapidly.

The main reason are:

• Effective recruitment procedure.

• Effective employee participation.

• Effective communication.

• Right for expression & encouragement.

• Effective identification of training needs.

• Effective performance appraisal system.

QUESTIONNAIRE

Dear respondent,

I am conducting a survey on the topic “A Study on Manpower Planning”

Your co-operation is needed to fulfil the questions given the questionnaire. The information provided by you will be confidential. This is purely for academic purpose.

Conducted by Sonali Singh

Name – Age-Occupation- Gender-

Q 1: Does your organization has specific model for doing manpower planning?

Yes No

2. Do you think manpower planning help you during recession?

Yes No

3. How does your organization forecast demand for new employees/

Trend analysis Managerial estimate Inventory method

4. How is the supply of employees is forecasted?

Through staffing table

Skill inventories

Replacement charts

Government policies

5. Does your organization include training model in a manpower planning process?

Yes No

6. What kind of training would you choose to have in your organisation?

Soft skills Technical skills both

7. Do you face any problem in manpower planning?

Yes No Can’t say

8. What common problem do you face in manpower planning?

Lack of understanding

Trouble of techniques

Misinformation

9. What factors influence manpower planning?

Business growth

New skill requirement

Obsolence of current skills

Demographic changes

Social changes

10. What is your preference in Life?

Career Money Both

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Thanks for your co-operation.

BIBLOGRAPHY

• PRASAD, LM, PERSONAL MANAGEMENT, NEW DELHI, SULTAN CHAND & SONS, 2002.

• K, Aswathappa, HUMAN RESOURCE MANAGEMENT, NEW DELHI.

• Kothari C.R, Research Methodology; New Age Publication, 2nd Edition New Delhi 2007.

WEBSITES:

• www.google .com.

• www.tatamotors.com

• www.livesearch.com .

• www.wikipedia.com