Good Day, I would like to seek advise on how not to have excess manpower on a daily factory operations.
e.g
I got 100 machines, 100 staffs and all these machines needs to be run on a daily basis.
Staffs are allow to take sick leave,so how can I forecast the number of sick leave on a daily basis.
I need to ensure all these machines still can be operated on a daily basis even with staffs on last minute sick leave and not to have too many excess manpower on standby.
Any formula or anytype of record that I should be looking into for this forecasting? monthly sick leave record on which day type the staff took sick leave?
Please advise.
Have a nice day.
Kevin.
From Singapore, Singapore
3e.g
I got 100 machines, 100 staffs and all these machines needs to be run on a daily basis.
Staffs are allow to take sick leave,so how can I forecast the number of sick leave on a daily basis.
I need to ensure all these machines still can be operated on a daily basis even with staffs on last minute sick leave and not to have too many excess manpower on standby.
Any formula or anytype of record that I should be looking into for this forecasting? monthly sick leave record on which day type the staff took sick leave?
Please advise.
Have a nice day.
Kevin.
From Singapore, Singapore
I suggest you that out of 100 machines you identify 10 machines which can be operated by single manpower at a time & pay additional incentives for them. you can match no production lost due to shortage of manpower.
leave of 100 manpower can not be predicted.
From India , Coimbatore
leave of 100 manpower can not be predicted.
From India , Coimbatore
There is this Concept of Standard WorkForce vis-a-vis Actual Working Force which takes into account No of Machines that must be operated, the No of Operators, No of Trainees-Operators, No of Total Laeve entitlement and the Accepted Discipline that Leave is availed only actual Need-based that too keeping the Exigencies of Oprns in mind. Aberrations should be identified and Habitual Absentees on Medical Unfitness For Duty monitored for a Quater and then Decide Disciplinary Action including " Settled-on-Medical Grounds" on basis of Medical Boards Certifying Unable to Continue Work alloted"
Kritarh Team of Spl Educators,
Bengaluru Office
23 Jan 2019
From India, Delhi
Kritarh Team of Spl Educators,
Bengaluru Office
23 Jan 2019
From India, Delhi
Dear Kevin, Your challenge can be addressed by using "Monte Carlo Simulation Techniques". Though it is also not a 100% foolproof techniques, it will mitigate your challenges. Thanks, Dinesh Divekar
From India, Bangalore
From India, Bangalore
100 Staffs for 100 Machines is fair enough, provide shifts and allow only one leave per month. Any leaves more than one salary can be deducted. With ESI, long leaves can be monitored. Shift Supervisors can be assigned to monitor leaves and duty in/out times.
From India, Ernakulam
From India, Ernakulam
if the staff strength is more than 70 with aid of power, better go for shift wise operations which gives a propitiate solutions. why because in case of absenteeism in one shift you can easily arrange the manpower from another shift to fulfill and pay the additional incentives to them as Mr.Vignesh said if you need to yield production output is same level.
From India, Madras
From India, Madras
There are many options to address this issue:-
1) Have bench strength of 10% as Trainees.
2) Have the operators skill levels enhanced, so that they can operate more than one machine at a time.
3) Have continuous TPM analysis of machines, which gives the productivity levels of the machines.
4) Have Vendors, who can supply manpower when need arises.
5) OT / Production Incentive could be one other way of going with.
6) 100 machines / 100 staff indicated in your question - have some machines run on shifts, you can increase staff / trainees and production as well.
From India, Bangalore
1) Have bench strength of 10% as Trainees.
2) Have the operators skill levels enhanced, so that they can operate more than one machine at a time.
3) Have continuous TPM analysis of machines, which gives the productivity levels of the machines.
4) Have Vendors, who can supply manpower when need arises.
5) OT / Production Incentive could be one other way of going with.
6) 100 machines / 100 staff indicated in your question - have some machines run on shifts, you can increase staff / trainees and production as well.
From India, Bangalore
Dear Kevin
You need to have a scientific approach rather than to rely on hut feeling or personal judgement.
You can adapt principles of industrial engineering to arrive at Standard Manpower requirement (current benchmark). Of course considering land of law and health aspects you need to consider minimum leaves.
Once you arrive at the standard manpower requirement, you can make effort to raise the bar by adapting multiple methods like multi tasking, upskilling, shared jobs, automation, cycle time reduction,downtime reduction, production incentives, attendance incentive, employee's motivation etc.
Wish you good luck !!
Shailesh Parikh
99 98 97 10 65
Vadodara
From India, Mumbai
You need to have a scientific approach rather than to rely on hut feeling or personal judgement.
You can adapt principles of industrial engineering to arrive at Standard Manpower requirement (current benchmark). Of course considering land of law and health aspects you need to consider minimum leaves.
Once you arrive at the standard manpower requirement, you can make effort to raise the bar by adapting multiple methods like multi tasking, upskilling, shared jobs, automation, cycle time reduction,downtime reduction, production incentives, attendance incentive, employee's motivation etc.
Wish you good luck !!
Shailesh Parikh
99 98 97 10 65
Vadodara
From India, Mumbai
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Manpower Planning Form(1).xls
Manpower Planning,Rect & Selection PPTs.zip
Manpower Planning Questionnaire.d oc