Please, can anyone solve my query?
I went to an interview recently. The Head of HR asked me a question: "100 workstations are available, with 3 shifts of 8 hours each. How many employees are needed to keep all 100 workstations busy throughout the day?"
Please help me out.
From India, Chennai
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2I went to an interview recently. The Head of HR asked me a question: "100 workstations are available, with 3 shifts of 8 hours each. How many employees are needed to keep all 100 workstations busy throughout the day?"
Please help me out.
From India, Chennai
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I would like to know what sort of work they are going to do on that workstation
From United States, Houston
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From United States, Houston
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Hi Shassy,
I am Vinay here, keeping 100 workstations busy in 3 shifts. The simple answer would be only 3 employees and 1 for backup if needed.
Regarding how to handle 100 workstations:
- If it's monitoring, it can be done on 1 tool monitored by 1 person per shift.
- For performing and supporting, 1 person can still manage it through a remote session.
- Even for maintaining 100 network stations, 1 person can handle it.
- If you are running 3 shifts, it means you need 24/7 coverage, so it requires 3 persons and 1 for backup in case of high workload.
Next time, answer your question by putting yourself in the company's shoes (cost-effective).
From United States, Fremont
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I am Vinay here, keeping 100 workstations busy in 3 shifts. The simple answer would be only 3 employees and 1 for backup if needed.
Regarding how to handle 100 workstations:
- If it's monitoring, it can be done on 1 tool monitored by 1 person per shift.
- For performing and supporting, 1 person can still manage it through a remote session.
- Even for maintaining 100 network stations, 1 person can handle it.
- If you are running 3 shifts, it means you need 24/7 coverage, so it requires 3 persons and 1 for backup in case of high workload.
Next time, answer your question by putting yourself in the company's shoes (cost-effective).
From United States, Fremont
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Gautham, I stil feel 4 are enough... I was working in IBM earlier we use to manage 4000+ workstation in a shift again Single person... Theory is fine in practical 1 would do good
From United States, Fremont
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From United States, Fremont
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pl. do some modification total manpower will be = 349.5 because 16.5 reliever is required for 100 employee so for 300 employee = 16.5 X 3= 49.5 so total Manpower = 349.5
From India, Rudarpur
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From India, Rudarpur
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Hi Shassy12,
First, clarify the question. Are the total number of workstations 100, or are there 100 workstations for each shift?
If the total number of workstations is 100, then the answer is 38.
If there are 100 workstations for each shift, I agree with Mr. O.B. Gautam.
Regards,
________
From India, Hyderabad
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First, clarify the question. Are the total number of workstations 100, or are there 100 workstations for each shift?
If the total number of workstations is 100, then the answer is 38.
If there are 100 workstations for each shift, I agree with Mr. O.B. Gautam.
Regards,
________
From India, Hyderabad
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The answer is simple. To man a workstation on a round-the-clock basis, there is a need for 3.5 persons. So, 100 x 3.5 is 350. The basis for the calculation is that to provide the mandatory weekly off, we need one person as a reliever for every 6 employees. So, for 3 persons, it is 3.5 employees. However, if you need to account for government holidays, casual leave, etc., we need one reliever for every three workers, which would make it 400 persons. This varies depending on the company policy. Hope this clarifies the position.
M S Khan
9869222542
From India, Thane
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M S Khan
9869222542
From India, Thane
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So, 100 workstations equal 100 computers. They are operated by one person at a time in three shifts of 8 hours per day.
3 * 100 = 300 manpower required to operate 100 computers in three shifts. That's it.
Suresh
From India, Bangalore
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3 * 100 = 300 manpower required to operate 100 computers in three shifts. That's it.
Suresh
From India, Bangalore
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Dear Friends, You are only considering the w.off part but need to work out the implications wrt the leave ie., CL/SL/EL & National and festival holidays hence the no of reliving staff may increase.
From India, Hyderabad
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From India, Hyderabad
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The norms followed for manpower calculation are one reliever for every three persons. This would take care of different types of leaves.
If only a mandatory weekly off is to be given, then one reliever for six persons. Hence, it would be either 400 or 350 as per company policy on leave. Hope this answers the question.
Regards
From India, Thane
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If only a mandatory weekly off is to be given, then one reliever for six persons. Hence, it would be either 400 or 350 as per company policy on leave. Hope this answers the question.
Regards
From India, Thane
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Dear Shassy,
I think the interviewer wanted to see your approach to manpower planning. While doing so, you should have asked the following information from the interviewer:
1. What is the production item? Is it such that once you load some work on the first station, it automatically passes through all subsequent stations? In such a case, one person can manage all the work stations and then plan for one standby person. In such a scenario, a maximum of two persons per shift can be considered. Otherwise, get information on the following points.
2. Are all work station cycles automatic in operation?
3. Are all work station cycle times balanced (same cycle time for each station)?
4. How many work stations are being manned by one operator?
5. Plan for a standby operator in each shift.
In the absence of information on points 1 to 4, you can't estimate the manpower. That's my view.
Satish Akut
From India, Pune
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I think the interviewer wanted to see your approach to manpower planning. While doing so, you should have asked the following information from the interviewer:
1. What is the production item? Is it such that once you load some work on the first station, it automatically passes through all subsequent stations? In such a case, one person can manage all the work stations and then plan for one standby person. In such a scenario, a maximum of two persons per shift can be considered. Otherwise, get information on the following points.
2. Are all work station cycles automatic in operation?
3. Are all work station cycle times balanced (same cycle time for each station)?
4. How many work stations are being manned by one operator?
5. Plan for a standby operator in each shift.
In the absence of information on points 1 to 4, you can't estimate the manpower. That's my view.
Satish Akut
From India, Pune
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Dear Shassy,
I agree with the views of Mr. Satish Akut. Any planning needs perfect data. Without the analysis of data, planning will not be wise. First, you should have collected the data relating to the workstations and then answered the question. If you collect proper data, that itself will solve half of your problems.
Regards, Raghavendra B R
From India, Pune
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I agree with the views of Mr. Satish Akut. Any planning needs perfect data. Without the analysis of data, planning will not be wise. First, you should have collected the data relating to the workstations and then answered the question. If you collect proper data, that itself will solve half of your problems.
Regards, Raghavendra B R
From India, Pune
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Considering that the workstations are certified through their Brand or Maker for quality and reliability within their useful life years since you have a volume of 100, which is significant. If not, have it burned out to test its stability. Then, have the service sourced out on a cost per session basis. If not, employ 2 for 24 hours with 12-hour shifts instead of 3 at 8-hour shifts, which means 0 on top of the required manning of 300 or an additional 2 from your supplier or specialized service provider. If it is outsourced, make sure that the criteria and conditions are stipulated in detail, just like employing such skills. If not, hire 2 for monitoring, but the two can also be requested from your preferred vendor since your workstation volume is acceptable to make them your preferred vendor with a special arrangement. Since your industry is not based on IT Troubleshooting, it would be best to have it outsourced for better, skilled, and reliable technical people pooled by the 3rd Party Service Provider or Supplier.
If the company has a good preventive maintenance schedule initiated by their outsourced service provider, the cost would be lower along with their downtime. Even if they have a backup, the time incurred between breakdown and replacement is already considered a loss of opportunity, e.g., Waiting Time. If there is a preventive maintenance agreement with a 3rd party service provider, they will have advance knowledge of the workstation conditions rather than employing additional people waiting for a breakdown. Still, there are costs involved in waiting.
1. Do not employ just because a machine "MIGHT" have a breakdown. Implement a systematic Preventive Action, and the management will be informed ahead.
Do not hire and develop people who do not have growth opportunities in a company that does not relate to your product or service. Eventually, they will seek a company where they can grow or simply leave, and then you will hire another set of trainees and allocate costs for their training. It is not about disliking hiring people specific to a certain number but about hiring people who truly add value and focusing your management on services to your customers rather than on your infrastructure, which can be outsourced.
Hence, the 3rd Party Service Provider must be prompt in addressing any system concerns, including the 2 assembly, disassembly, and installation personnel, with a Clear and Black & White MOA on service provision that addresses all management concerns. If possible, a risk assessment and preventive maintenance plan should be in place to prevent situations leading to a loss of opportunity. If you add two from your supplier as part of your in-hours requirement, they are not employed by your company but are service personnel from your preferred vendor. If someone is on leave, with or without notice, it will be your supplier who fills the gap.
If any of the 100 users per shift is absent and you employ more for the "JUST IN CASE" situation, it will be too costly in 1 year. Impose a policy regarding absenteeism, proper leave filing, and set up an on-call system rather than paying standby employees. Provide rewards, recognition, and appreciation when employees comply with expectations. Not all employees are self-driven.
If the company needs 100 per 3 shifts, then it's 300 since the rest are outsourced. They are still not employed.
To keep the 100 workstations busy, invest in company-quality, checked, and certified for quality, reliable, stable, High-Speed PCs and dispose of them according to schedule whenever there are urgent needs or problems. The service provider will handle it for you.
Hence, focus on your company's service to your customers while controlling waste. :) Maybe... just maybe... :)
From Philippines, Mandaue City
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If the company has a good preventive maintenance schedule initiated by their outsourced service provider, the cost would be lower along with their downtime. Even if they have a backup, the time incurred between breakdown and replacement is already considered a loss of opportunity, e.g., Waiting Time. If there is a preventive maintenance agreement with a 3rd party service provider, they will have advance knowledge of the workstation conditions rather than employing additional people waiting for a breakdown. Still, there are costs involved in waiting.
1. Do not employ just because a machine "MIGHT" have a breakdown. Implement a systematic Preventive Action, and the management will be informed ahead.
Do not hire and develop people who do not have growth opportunities in a company that does not relate to your product or service. Eventually, they will seek a company where they can grow or simply leave, and then you will hire another set of trainees and allocate costs for their training. It is not about disliking hiring people specific to a certain number but about hiring people who truly add value and focusing your management on services to your customers rather than on your infrastructure, which can be outsourced.
Hence, the 3rd Party Service Provider must be prompt in addressing any system concerns, including the 2 assembly, disassembly, and installation personnel, with a Clear and Black & White MOA on service provision that addresses all management concerns. If possible, a risk assessment and preventive maintenance plan should be in place to prevent situations leading to a loss of opportunity. If you add two from your supplier as part of your in-hours requirement, they are not employed by your company but are service personnel from your preferred vendor. If someone is on leave, with or without notice, it will be your supplier who fills the gap.
If any of the 100 users per shift is absent and you employ more for the "JUST IN CASE" situation, it will be too costly in 1 year. Impose a policy regarding absenteeism, proper leave filing, and set up an on-call system rather than paying standby employees. Provide rewards, recognition, and appreciation when employees comply with expectations. Not all employees are self-driven.
If the company needs 100 per 3 shifts, then it's 300 since the rest are outsourced. They are still not employed.
To keep the 100 workstations busy, invest in company-quality, checked, and certified for quality, reliable, stable, High-Speed PCs and dispose of them according to schedule whenever there are urgent needs or problems. The service provider will handle it for you.
Hence, focus on your company's service to your customers while controlling waste. :) Maybe... just maybe... :)
From Philippines, Mandaue City
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I agree with Mr. MS Khan. Total requirement is 350. More employees can be added to work as reliever on holidays and leave days etc.
From India, Sangrur
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From India, Sangrur
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To effectively manage absenteeism, it is essential to adjust staffing levels based on the current rate of absenteeism within your company. Additionally, line stoppages resulting from material unavailability and machinery breakdowns are crucial factors to consider when planning workforce allocation prudently.
From India, Mohali
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From India, Mohali
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Hi Shassy,
Since your question is 'How many employees are needed to keep 100 workstations busy all the time in a day?', my answer will be:
- 100 workstations x 3 shifts x 8 hours = 300 employees to operate the workstations
- At least 2 operators x 3 shifts x 8 hours = 6 employees
- At least 1 manager x 3 shifts x 8 hours = 3 employees
Therefore, in a day, you will require at least 309 persons working to ensure that all the hundred workstations are kept busy.
Thanks,
Divya
From India, Bangalore
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Since your question is 'How many employees are needed to keep 100 workstations busy all the time in a day?', my answer will be:
- 100 workstations x 3 shifts x 8 hours = 300 employees to operate the workstations
- At least 2 operators x 3 shifts x 8 hours = 6 employees
- At least 1 manager x 3 shifts x 8 hours = 3 employees
Therefore, in a day, you will require at least 309 persons working to ensure that all the hundred workstations are kept busy.
Thanks,
Divya
From India, Bangalore
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Dear Friends,
There may be 2 answers for your question:
1. If HR is asking a workman employee - the answer is 100x3=300 (if 1 operator is deployed in 1 station).
2. If HR is asking for the number of supervisors for 100 stations in 3 shifts - the total employees required are as follows:
a. Total supervisors = total manpower in 3 shifts (300) / 25 (if 1 supervisor for 25 workmen) = 12 + (10% absenteeism - 1.2) = 13.2 supervisors.
b. Manager = 1 Manager.
= 14.2 employees required.
Thanks,
S Verma
From India, Indore
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There may be 2 answers for your question:
1. If HR is asking a workman employee - the answer is 100x3=300 (if 1 operator is deployed in 1 station).
2. If HR is asking for the number of supervisors for 100 stations in 3 shifts - the total employees required are as follows:
a. Total supervisors = total manpower in 3 shifts (300) / 25 (if 1 supervisor for 25 workmen) = 12 + (10% absenteeism - 1.2) = 13.2 supervisors.
b. Manager = 1 Manager.
= 14.2 employees required.
Thanks,
S Verma
From India, Indore
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Manpower Planning Form(1).xls
E-book on Seven steps on Effective workforce planning.pdf