Human Resource Planning

1

Manpower Resource Planning

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.

3

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

4

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

5

OBJECTIVES CONTD....

To foresee the impact of technology

To assess the shortage or surplus of human resources

To minimize imbalances

6

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.

7

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.

MANPOWER PLANNING PROCESS

8

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.

MANPOWER PLANNING PROCESS

9

FORECASTING TECHNIQUES

1. Managerial judgement

2. Ratio – trend analysis

3. Work study techniques

4. Delphi technique

5. Flow model

10

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.

11

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.

MRP @ Siemens

13

“OUTSTANDING QUALITY IS ESSENTIAL TO OUR SUCCESS”

-Warner V. Siemens, Dr. Heinrich V Pierer

Siemens Overview

14

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 ”

15

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

16

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

17

Global highlights

SalesNet income more than

2,400 million euros

18

Global highlights

People Force

Headcount

417,000

19

Global highlights

€ 500 million invested in

Training & Development

Knowledge power

20

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

21

Transportation

Lighting Solutions

I & C

Industry

Healthcare

Energy

Siemens India

Siemens India – Business Sectors

22

SIEMENS AG (GERMANY)

SIEMENS INDIA

CORPORATE SUPPORT FUNCTIONS

NINE INDIAN SBU‘S

MANUFACTURING

HR

BUSINESS DEVELOPMENT

SALES

FINANCE

Siemens India – Org. Chart

23

SIEMENS : MRP PROCESS

• Top --> Down

• Bottom --> up

24

1)BUSINESS PLAN(MAY ’04)

•NEW ORDER,

•SALES,

•PROFITS,

•TARGET,

•PRODUCTIVITY IMPROVEMENT

P = SALES

NO. OF EMPLOYEES

SIEMENS : MRP PROCESS

25

2) MANPOWER PLANNING.

3) BUDGET.

4) MONITORING.

SIEMENS : MRP PROCESS