Manpower Resource
Planning
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CONCEPT AND DEFINITION
Manpower planning is the process by which the
Management determines how an organization
should move from its current status from the
desired position of human resources. Through
planning, management strives to equip with the
right number, right type, at right places, at right
time to do the right kind of jobs.
IMPORTANCE
Future personnel needs
Creating highly competent personnel
Coping with change
Protection of weaker sections
International strategies
Increasing investment in human resources
Other benefits:
Personnel cost may be less
Better planning and opportunities
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OBJECTIVES OF MANPOWER PLANNING
To determine future needs
To recruit and retain human resources
To improve standards, skills and ability of existing
employees
To estimate cost of human resources
To make best use if existing human resources
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OBJECTIVES CONTD....
To foresee the impact of technology
To assess the shortage or surplus of human resources
To minimize imbalances
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MANPOWER PLANNING PROCESS
1. Analyzing organisational plans.
2. Demand forecasting – forecasting
overall human resources requirements
in accordance with the organisational
plans.
3. Supply forecasting – obtaining the data &
information about present & future
human resource.
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MANPOWER PLANNING PROCESS
4. Estimating the net human resources
requirements.
5. Incase surplus, plan for redeployment,
retrenchment and lay-off.
6. Incase deficit, forecast future supply of
human resources.
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MANPOWER PLANNING PROCESS
7. Plan for recruitment, development if
supply is more than or equal to net
human resource requirements.
8. Plan to modify or adjust the
organisational plan if supply will be inadequate
with reference to future net requirements.
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FORECASTING TECHNIQUES
1. Managerial judgement
3. Ratio – trend analysis
5. Work study techniques
7. Delphi technique
9. Flow model
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SUPPLY FORECASTING
1. Existing human resources
2. Potential losses to existing resources through
employee wastage.
3. Potential changes to existing resources
through internal promotion.
4. Sources of supply(ss) from within orgn.
5. Sources of ss from outside the org.
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DEMAND FORECASTING
Process of estimating future people required
Its basis must be the annual budget and long-term
corporate plan.
Considers :
1. External factors : competition, change in
technology,laws and regulatory bodies.
2. Internal factors : budget,organisational
structure,production levels etc.
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MRP @ Siemens
Siemens Overview
“OUTSTANDING QUALITY IS ESSENTIAL TO OUR SUCCESS”
-Warner V. Siemens, Dr. Heinrich V
Pierer
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Siemens Overview
Vision
“ Our customers place their trust in us. Our network of people gives
customers the freedom to excel “
Mission
“ We create value for our customers by providing business services
enabled by information and communication technology. We achieve
this through creative & committed people employing innovative
solutions to meet customer needs, today and tomorrow. As a
Siemens company, we deliver what we promise ”
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Siemens Overview – Values & principles
To strengthen our CUSTOMERS - to keep them competitive
To push INNOVATION - to shape the future
To enhance company VALUE - to open up new opportunities
To empower our PEOPLE - to achieve world-class performance
To embrace corporate RESPONSIBILITY - to advance society
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Siemens Global
Founded by 1874 by partnership between
Warner Siemens & Johann George Halske
World leaders in several application areas of
electrical & electronic technology.
Presence in more than 190 countries
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Global highlights
Sales
Net income more than
2,400 million euros
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Global highlights
Headcount People
Force
417,000
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Global highlights
Knowledge
power
€ 500 million invested in
Training & Development
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Siemens India
Established in India in 1922 & public in 1962
Siemens AG holds 51% of its equity and the balance
49% is held by nearly 40,000 Indian shareholders.
Employing about 3,800 people,10 manufacturing plants
& 19 sales offices, 11 service centers and over 300
channel partners.
Sales of over 14,200 million rupees
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Siemens India – Business Sectors
Energy
Transportation Healthcare
Siemens
India
Lighting
Industry
Solutions
I&C
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Siemens India – Org. Chart
SIEMENS AG (GERMANY)
SIEMENS INDIA
CORPORATE SUPPORT FUNCTIONS
NINE INDIAN SBU‘S
MANUFACTURING
HR
BUSINESS DEVELOPMENT
SALES
FINANCE
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SIEMENS : MRP PROCESS
• Top --> Down
• Bottom --> up
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SIEMENS : MRP PROCESS
1)BUSINESS PLAN(MAY ’04)
•NEW ORDER,
•SALES,
•PROFITS,
•TARGET,
•PRODUCTIVITY IMPROVEMENT
P= SALES
NO. OF EMPLOYEES 24
SIEMENS : MRP PROCESS
2) MANPOWER PLANNING.
3) BUDGET.
4) MONITORING.
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