PRESENTATION ON “ MANPOWER PLANNING AT AURANGABAD POLYCONTAINERS Pvt. Ltd ”

PRESENTED BY : Nilesh L. Rane

PROJECT GUIDE: MR. Md. FAROOQUE KHAN.

1) To study the impact of “Manpower Planning” study.

2) To evaluate the analysis of workforce & availability of workers in organization to fulfill the particular task within specific time.

3) To give overview about actual Manpower at present available in the Aurangabad Polycontainer and into the organization due to increase in production, work force and work load into the organization due to increase in market demand.

OBJECTIVES OF STUDY

The project is under taken with for with prime motive of undertaking the “Manpower Planning” study of workers in Aurangabad Polycontainer Ltd. The concept of “Manpower Planning” study is explained in this Project with the help of periodic Review through Analysis of work force And Availability of workers in the organization to fulfill that particular task within a specific stipulated time. The various Aspect of “Manpower Planning” has been discussed in brief followed by a “Case study on Aurangabad Polycontainer ltd.

EXECUTIVE SUMMARY

INTRODUCTION

According to Geisler, "Manpower planning is the process - including

forecasting developing and controlling - by which a firm ensures that it has the right number of people, and the right kind of people at the right places at the time doing work for which they are economically most useful.”

Manpower Management is about managing people. It is a process of binding people and organizations together so that the objectives of each are achieved.

ORGANISATION PROFILE

Aurangabad Polycontainer co. Ltd. Was established in 1998 and after that, this was recognized as well known company that was developed very fastly. Company having three plants in all over India. The owner of company is Mr. Sandeep Borade.

It is one of the leading companies of disposable cups, bowls, plates, and cutlery and food containers in Maharashtra. They are producing cups ranging from 50cc to 3000cc in their high-tech modern machines with their numerous forming tools.

MISSIONTo achieve international standards of excellence in all aspects of polycontainer business with focus on customer delight through value of products and services, and cost reduction.

To maximize creation of wealth, value and satisfaction for the customers.

To attain leadership in developing, adopting and assimilating state-of- the-art technology for competitive advantage.

VISIONA major diversified, transnational, integrated energy company, with national leadership and a strong environment conscience, playing a national role in Polycontainer security & public distribution.

Methodology includes the following concepts as they relates to a particular discipline inquiry.

A collection of theories, concepts or Ideas.

Comparative study of different approaches; and

Critique of the individual methods

RESEARCH METHODOLOGY

Data Collection:-

Primary Source of Data:-For this project primary data collected by,Feedback through Discussion and Questionnaire With Management and Authorities.Yes/No type feedback from workersOn job observation

Secondary Source of Data:-The secondary sources used for collecting the data are :

INTERNAL SOURCES : Company reports, company publication, company brochures.EXTERNAL SOURCES : News paper , Internet , Data is collected from different books

LIMITATION OF STUDY

Many employees gave safeguarded answers to some crucial questions.

Some of them did not fill the questionnaire due to lack of time.

Response could not be collected from the total

sample selected. Some of the questionnaire could not be

completed due to reasons other than time Factor

Interviewers were unwilling in answering all the questions of the survey.

Process of Manpower Planning

Step 1] Forecasting demand for manpower Estimating the demand for manpower is the starting point of the

human resource planning. The corporate plan and its various components, such as finance, marketing, production plans can be used as the basis for developing the manpower planning model. Analysis of the organizational plans helps in forecasting the demand for human resources since it provides clear indications as to the quantum of future work activity

Step 2]Analyzing Human Resources Supply The human resources demand of an organization can be drawn

from two sources of supply - one is the existing human resources in an enterprise and the other is the open external market. Most experts have agreed that the search for manpower must always being within the organization where a thorough check on the quantity and quality of existing employees can be made to get a manpower audition.

NEED AND IMPORTANCE OF MANPOWER

PLANNING 1] For Placement

2] For Future needs

3] For change in technology

4] To deal with surplus and shortage of labors

5] To minimize Labor Turnover

6] To deal with environment

7] To reduce labors costs

DATA PRESENTATION, ANALYSIS &

INTERPRETATION These Questionnaires asked to 60 (12% of total population) employees within the

Organization.FOR THE EMPLOYEEQ1. Are you satisfied with the management policy of Manpower Planning ? Yes. No. Can’t say.

Management policy

72%

17%

11%

Yes.

No.

Can’t say

Q2. Whether the centralization process good for better results? Yes. No. Can’t say.

Centralization process good for better results

78%

15%7%

Yes.

No.

Can’t say

Q3 Are you satisfied with Manpower planning of Organization? Yes No

Satisfied with manpower planning

70%

18%

12%

Yes.

No.

Can’t say

Q2 Are you satisfied from the work of employee? Yes. No. Can’t say.

Satisfied from the work of employee

74%

24%2%

Yes

No

Can't say

Inference:The Top, Middle & Lower level management were satisfied from the

work of employees i.e. 74%.

Q3 whether the employees feel comfortable in organization with manpower planning?

Yes. No. Can’t say.

Employees feel comfortable in organization

62%

26%

12%

Yes

No

Can't say

Inference:Most of the employees feel comfortable in organization with

Manpower Planning i.e. 62% employees.

FINDINGS Q1) Most of the employees i.e. 72% are satisfied with the

management policy of Manpower Planning. Q2) Most of the employees i.e. 78% said that centralization

process is good for better results while 22% employees found the centralization process is not good for better results.

Q3) About 70% employees are satisfied with Manpower Planning

of organization while 30% employees are not satisfied.FINDINGS FOR HR MANAGER

Q1) 84% take the consideration of the other departments opinion.Q2) The Top, Middle & Lower level management were satisfied from

the work of employees i.e. 74%.Q3) Most of the employees feel comfortable in organization with

Manpower Planning i.e. 62% employees.

SUGGESIONS

As the company has a monopoly in the market there is a drastically need and requirements for increasing the manpower which will need in advance manpower planning to meet future requirements. The manpower planning should start in advance not too early or late but Just In Time (JIT).

The company should adopt latest technology for increasing the production capacity. At the same time manpower planning of well experienced employees should be recruited. The strength of employees in all departments should be increased as per the requirement for expansion and diversification of the business.Motivation to inspiring Employees to hold, so that stress of manpower planning will be minimized

CONCLUSION

Manpower planning also helps to increase productivity and to reduce labour turnover absenteeism, wastages, etc.

Manpower planning helps to enhance the efficiency and effectiveness of workers/employees towered the work.

Manpower planning plays vital role in each and every organization.

Manpower planning is a key towards success of the organization. It is an “problem solving and profit making” device.