DEAR ALL,
Suggestions/Advices are welcomed for the question?
1. What is Manpower pLanning and how can we plan for it?
I believe that my seniors in citehr can give a better answer for this.
regards
manish
From India, Delhi
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12Suggestions/Advices are welcomed for the question?
1. What is Manpower pLanning and how can we plan for it?
I believe that my seniors in citehr can give a better answer for this.
regards
manish
From India, Delhi
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Hi!
Manpower planning depends upon your company's budget, seat available, what type of project is there and the experience needed of an employee who can do that.
How to calculate even I am in search of that.
Regards,
Jennifer Isaac
From India, Mumbai
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Manpower planning depends upon your company's budget, seat available, what type of project is there and the experience needed of an employee who can do that.
How to calculate even I am in search of that.
Regards,
Jennifer Isaac
From India, Mumbai
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Dear Manish,
The objective of manpower planning is to find out positions to be filled and the cost involved in such activity for any financial year or for the long term. This includes the required recruitment resources, operation panel members for interviews, locations, concerned persons for each position, job descriptions for positions, and compliance for the recruitment process.
Evaluation - The manpower required for any financial year is calculated as follows: last year's carried forward positions + predicted attrition for last year + new positions with respect to the business plan for the current year after consultation with line managers and operation managers.
Budgeting - It can be done in many ways depending on the company's requirements (types and nature of the requirement).
One way of doing it is as follows: Let's assume we have to do budgeting for a 100 Crore company with 200 employees. The last year's carry forward positions are 20. The last year attrition rate is 10%, meaning 25 employees may leave the company. Additionally, we plan for this year to grow by 20%. Assuming the same current productivity, which is 50 lakhs per employee, we require 40 new positions.
Therefore, the total requirement for this year is 20 + 25 + 40 = 85 positions.
Assuming 45 positions can be sourced from walk-ins (without paper ads incurring external costs), 25 from campus recruitment (last year's per campus recruitment cost was 5000 rs. per student), and 15 from lateral hiring (last year's lateral hiring cost was 100,000), the total recruitment cost would be 0 + 75,000 + 1,500,000 = 1,575,000.
The total cost includes stationery costs, operational manager time costs, recruiters' costs, bad recruitment costs, and other resources like communication costs, traveling costs, and staying costs. The required data would be available with the accounts department. It should be calculated on a monthly, quarterly, half-yearly, or yearly basis.
There are other ways of doing this; please find out and let me know. My email address is sourabhtiwari@hotmail.com.
Regards,
Sourabh Tiwari
From India, Mumbai
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The objective of manpower planning is to find out positions to be filled and the cost involved in such activity for any financial year or for the long term. This includes the required recruitment resources, operation panel members for interviews, locations, concerned persons for each position, job descriptions for positions, and compliance for the recruitment process.
Evaluation - The manpower required for any financial year is calculated as follows: last year's carried forward positions + predicted attrition for last year + new positions with respect to the business plan for the current year after consultation with line managers and operation managers.
Budgeting - It can be done in many ways depending on the company's requirements (types and nature of the requirement).
One way of doing it is as follows: Let's assume we have to do budgeting for a 100 Crore company with 200 employees. The last year's carry forward positions are 20. The last year attrition rate is 10%, meaning 25 employees may leave the company. Additionally, we plan for this year to grow by 20%. Assuming the same current productivity, which is 50 lakhs per employee, we require 40 new positions.
Therefore, the total requirement for this year is 20 + 25 + 40 = 85 positions.
Assuming 45 positions can be sourced from walk-ins (without paper ads incurring external costs), 25 from campus recruitment (last year's per campus recruitment cost was 5000 rs. per student), and 15 from lateral hiring (last year's lateral hiring cost was 100,000), the total recruitment cost would be 0 + 75,000 + 1,500,000 = 1,575,000.
The total cost includes stationery costs, operational manager time costs, recruiters' costs, bad recruitment costs, and other resources like communication costs, traveling costs, and staying costs. The required data would be available with the accounts department. It should be calculated on a monthly, quarterly, half-yearly, or yearly basis.
There are other ways of doing this; please find out and let me know. My email address is sourabhtiwari@hotmail.com.
Regards,
Sourabh Tiwari
From India, Mumbai
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