Mpp
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Transcript of Mpp
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Welcome To The Presentation On
MAN POWER PLANNING
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Major Human Resource Activities:
• Demand Forecasting.
• Supply Forecasting.
• Determining human recourse. requirements.
• Action Planning.
• Monitoring & Control.
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Demand Forecasting.
• Process of estimating the future needs of human resource in context of corporate & functional plans & fore cast of future activity.
• Its based on Annual Budget & Corporate plans.
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Manufacturing Unit Demand Forecasting is Based On:
• Sales forecast & Targets• Based on theses Production Plans are made.• No.of people ,Skills ,Levels etc are accomplished
the sales & production Targets.• With in the same org.needs demand varies on the
basis of production technology,processes & other factors.
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JOB ANALYSIS
• Before carrying out H.R.P,Mgt should know what is to be performed and how?
• The whole task to be divided into & allocated into manageable work units called jobs.
• Assigning task to job is JOB Design.• The H.R requirement for given volume of
operation depends on content of jobs .
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WORK STUDY.
• Its appropriate for those jobs where it is possible to measure the work,set standards norms & calculate the No.of persons required.
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Methods Of Demand forecasting.
• Managerial Judgment
• Simple Statistical Models.
• Mathematical Models.
• Probabilistic Models.
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Managerial Method.
• Experienced Mgrs prepare guidelines for Deptt. Mgrs.
• It involves future activity levels that will affect their deptt.
• Targets are set & desirable changes in flow of work & job design are also indicated.
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Simple Statistical Models.
• Its Ratio Trend Analysis.
• Ratios between No.of workers & supervisors.
• Future ratios are forecast based on time series.
• No.of employees required for different groups/skills are calculated.
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Mathematical Model
• Its through use of probabilities & correlations.
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Probabilistic Models
• Employees are classified according to Org.Units,Job Categories,locations,levels,grades.
• Probability of employees moving from one classification is also considered.
• Past trend like promotions,transfers,separations are also useful in forecasting.
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Supply Forecasting
• Internal sources.
• External sources.
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Determining Human resource Planning
• Demand.
• a) No.Needed at the beginning of the Yr.
• b)Changes to requirements forecast during the yr.
• C) Total requirement at the end of the yr.
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Supply
• No.available at the beginning of the yr.
• Transfers & Promotions
• Separations through retirements,wastage,promotions
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Deficit Or Surplus.
• Losses of those recruited during the yr.
• Additional No required during the yr.
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Action Planning
• Recruitment Plan
• Redeployment Plan
• Redundancy Plan
• Training Plan
• Productivity Plan
• Retention Plan
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Monitoring & Control
• Zero Budgeting: An approach in which one forces unit/division managers to justify their total operation from zero budgeting.
• Ideal Approach:off loading functions like M&U,production technology,what may be considered ideal by Mgt,at times force ethical dimensions.
• Realistic Approach:Using the existing information.for Eg:A company that operates on 3yrs planning cycle may record man power levels in subunits that is easy to monitor and control.
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MPP
• Stages Of Man Power Planning:
• Conception,Feasibility,Construction,commissioning operations.
• Phases Of Man Power Planning:
• Survey,source identification,recruitments,placement,induction,maintenance ,separation.
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Case Study from P-
• Machine Operation:
• No.Of man power required:
• No.Of man power Actual:
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Case Study from P-
• Machine Operation:
• No.of Man power equried:
• Actual Man Power:
• No.Of Company Worker:
• No.Of Contractor Worker:
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Questions????????
• How to control the Contract labours?
• What is the reason of high rate of attrition now days in the industry?
• How to retain the employee?
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Thank You
For sparing your Precious Time with Us.