The norms followed for man power calculation is 1 reliever for every three persons. This would take care of different types of leaves.
If only mandatory weekly off is to be given then one reliever for 6 persons. Hence it would be either 400 or 350 as per company policy on leave. Hope this answers the question.
Regards
From India, Thane
13If only mandatory weekly off is to be given then one reliever for 6 persons. Hence it would be either 400 or 350 as per company policy on leave. Hope this answers the question.
Regards
From India, Thane
Dear Shassy,
I think the interviewer wanted to see your approach to manpower planning. While doing so you should have asked for following information to the interviewer-
1. What is the production item. Is it that once you load some work on the first station, it automatically passes through all subsequent stations ? in such case one person can manage all the work stations. & then plan for one stand by person. In such case maximum two persons per shift Other wise get information on following points.
2.Are all work station cycles are automatic in operation.
3.Are all work station cycle time are balanced ( same cycle time for each station )
4.How many work stations are being manned by one operator
5. Plan for a stand by operator in each shift.
In the absence of information on the points 1 to 4 you can't estimate the manpower. That's my view
Satish Akut
From India, Pune
I think the interviewer wanted to see your approach to manpower planning. While doing so you should have asked for following information to the interviewer-
1. What is the production item. Is it that once you load some work on the first station, it automatically passes through all subsequent stations ? in such case one person can manage all the work stations. & then plan for one stand by person. In such case maximum two persons per shift Other wise get information on following points.
2.Are all work station cycles are automatic in operation.
3.Are all work station cycle time are balanced ( same cycle time for each station )
4.How many work stations are being manned by one operator
5. Plan for a stand by operator in each shift.
In the absence of information on the points 1 to 4 you can't estimate the manpower. That's my view
Satish Akut
From India, Pune
Dear Shassy,
I agree with the views of Mr. Satish Akut.
Any planning needs perfect data.
Without analysis of data planning will not be wise.
First you should have collected the data relating to the workstations & then answered the question.
If collect proper data that itself will solve half of your problems.
Regards,
Raghavendra B R
From India, Pune
I agree with the views of Mr. Satish Akut.
Any planning needs perfect data.
Without analysis of data planning will not be wise.
First you should have collected the data relating to the workstations & then answered the question.
If collect proper data that itself will solve half of your problems.
Regards,
Raghavendra B R
From India, Pune
Considering that the workstations are certified through its Brand or Maker for quality and Reliability within its useful life years since you had a volume that of 100 which is not few for them. within its useful life years. if not, have it burned-out to test its stability.. then, have the service sourced out in a cost per session basis.. if not, employ 2 for 24 hours having 12hr per shift instead of 3 at 8hr per shift. which means,0 on-top of the required manning of 300 or additional of 2 from your supplier or specialized service provider. if it is outsourced, make sure that the criteria and conditions are stipulated in details just like employing such skills. if not, hire 2 for the monitoring but the two can also be requested from your preferred vendor since your volume of workstation is acceptable to make them your preferred vendor with a special arrangement.since your industry is not based on IT Trouble Shooting, it would be best to have it outsourced for a 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 so as with their downtime. even if they have back-up, the time incurred in-between breakdown and replacement is already considered a loss of opportunity. eg. Waiting Time.. If there is a preventive maintenance agreed with a 3rd party service provider, they will have an advance knowledge on how were the conditions of their workstation rather than employ additional people doing nothing but WAIT for the station or considering IT MIGHT break down so they have to be there being employed and wait until something happens without preventing it.. Still there are cost involved waiting.
1. Do not employ just because a machine \"MIGHT\" have breakdown. do a systematic Preventive Action and the management will know ahead.
1. Do not hire and develop people who does not have growth opportunities in such company which does not related to your type of product or service. eventually, they will always seek a company where they can grow with, or simply leave then you hire another set of trainees and allocated cost for their training. It is not about I dont like hiring people specific to a certain number. but it is about hiring people to what really adds value and focus your management on services to your customer than your infrastructure where you can have it outsourced.
Hence, the 3rd Party Service Provider must be prompt on any system concerns including the 2 whom you want to make, from assembly, disassembly, installation with Clear and Black & White MOA on service provision which stipulates all the management\'s concern. If possible, a risk assessment and preventive maintenance must be in-place than waiting for a Loss of Opportunity or Demurrage for Opportunity loss or failure or neglect to prevent such situations will be applied. If you add two from your supplier as your in-hours requirement, they are still not employed under your company but a service personnel from your preferred vendor, or ended up like having and agency with unlimited supplies of skilled levels. still the answer will be zero. if someone is on leave, with or without notice, it will be your supplier who will fill-in the GAP.
If there is 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! (No of JUST IN CASE Employee with benefits X Rate Per Day = JUST IN CASE DAILY WASTE X No. of Workubg days in a year = the COST OF MANAGEMENT WASTING COMPANY RESOURCE FOR JUST IN CASE COZ THEY FORGOT TO PLAN PREVENTIVE MEASURE) it is still considered waste and not an investment. Impose a policy stipulating about absenteeism, proper filing of leave and set-up an On-Call employees than pay stand-by waiting employees. it is still WAITING or just wasting your financial resource doing noting and none-value adding. but always remember to provide them with rewards, recognition and appreciation when they are able to comply with what were expected from them.. at the end of the day, not all are intrinsic type of people who are self driven.
. if the company needs 100 per 3 shifts then its 300 since the rest are outsourced. they are still not employed.
to really keep the 100 work station busy. buy a company quality checked and certified for quality . reliable, stable, High-Speed PC and Dispose as per schedule is what you really need. whenever there are urgent needs of more than 2, or any problem that arises the service provider provider will do it for you than wait.
Hence, your focus is on your company\'s service to your customer while controlling waste is also applied.
:) maybe.. just maybe.. :)
From Philippines, Mandaue City
if the company has a good preventive maintenance schedule initiated by their outsourced service provider, the cost would be lower so as with their downtime. even if they have back-up, the time incurred in-between breakdown and replacement is already considered a loss of opportunity. eg. Waiting Time.. If there is a preventive maintenance agreed with a 3rd party service provider, they will have an advance knowledge on how were the conditions of their workstation rather than employ additional people doing nothing but WAIT for the station or considering IT MIGHT break down so they have to be there being employed and wait until something happens without preventing it.. Still there are cost involved waiting.
1. Do not employ just because a machine \"MIGHT\" have breakdown. do a systematic Preventive Action and the management will know ahead.
1. Do not hire and develop people who does not have growth opportunities in such company which does not related to your type of product or service. eventually, they will always seek a company where they can grow with, or simply leave then you hire another set of trainees and allocated cost for their training. It is not about I dont like hiring people specific to a certain number. but it is about hiring people to what really adds value and focus your management on services to your customer than your infrastructure where you can have it outsourced.
Hence, the 3rd Party Service Provider must be prompt on any system concerns including the 2 whom you want to make, from assembly, disassembly, installation with Clear and Black & White MOA on service provision which stipulates all the management\'s concern. If possible, a risk assessment and preventive maintenance must be in-place than waiting for a Loss of Opportunity or Demurrage for Opportunity loss or failure or neglect to prevent such situations will be applied. If you add two from your supplier as your in-hours requirement, they are still not employed under your company but a service personnel from your preferred vendor, or ended up like having and agency with unlimited supplies of skilled levels. still the answer will be zero. if someone is on leave, with or without notice, it will be your supplier who will fill-in the GAP.
If there is 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! (No of JUST IN CASE Employee with benefits X Rate Per Day = JUST IN CASE DAILY WASTE X No. of Workubg days in a year = the COST OF MANAGEMENT WASTING COMPANY RESOURCE FOR JUST IN CASE COZ THEY FORGOT TO PLAN PREVENTIVE MEASURE) it is still considered waste and not an investment. Impose a policy stipulating about absenteeism, proper filing of leave and set-up an On-Call employees than pay stand-by waiting employees. it is still WAITING or just wasting your financial resource doing noting and none-value adding. but always remember to provide them with rewards, recognition and appreciation when they are able to comply with what were expected from them.. at the end of the day, not all are intrinsic type of people who are self driven.
. if the company needs 100 per 3 shifts then its 300 since the rest are outsourced. they are still not employed.
to really keep the 100 work station busy. buy a company quality checked and certified for quality . reliable, stable, High-Speed PC and Dispose as per schedule is what you really need. whenever there are urgent needs of more than 2, or any problem that arises the service provider provider will do it for you than wait.
Hence, your focus is on your company\'s service to your customer while controlling waste is also applied.
:) maybe.. just maybe.. :)
From Philippines, Mandaue City
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
From India, Sangrur
* Need to take care of manning against absenteeism as well. Add nos as per the prevailing rate of absenteeism in your company.
* Line stoppages due to non availability of material & machinery breakdowns are also critical parameters that need to be considered for conservatively planning manpower.
From India, Mohali
* Line stoppages due to non availability of material & machinery breakdowns are also critical parameters that need to be considered for conservatively planning manpower.
From India, Mohali
Hi Shassy,
Since your question is 'How many no of employees needed to keep 100 workstation 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
Atleast 2 operators x 3 shifts x 8 hours = 6 employees
Atleast 1 manager x 3 shifts x 8 hours = 3 employees
So IN A DAY, you will require atleast 309 persons working to ensure that all the hundred workstations are kept busy.
Thanks,
Divya
From India, Bangalore
Since your question is 'How many no of employees needed to keep 100 workstation 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
Atleast 2 operators x 3 shifts x 8 hours = 6 employees
Atleast 1 manager x 3 shifts x 8 hours = 3 employees
So IN A DAY, you will require atleast 309 persons working to ensure that all the hundred workstations are kept busy.
Thanks,
Divya
From India, Bangalore
Dear Friends,
There may be 2 answer for your question-
1. IF HR is asking workman employee - answer is 100x3=300 (if 1 operator deploy in 1 station)
2. If HR is asking no. of supervisor for 100 station 3 shift- Total employee required as below:
a. Total supervisor = total manpower in 3 shift(300)/25(if 1 supervisor for 25 workman) = 12 +(10% absenteism -1.2) =13.2 supervisor
b. Manager = 1 Manager
=14.2 employee required
Thanks
S Verma
From India, Indore
There may be 2 answer for your question-
1. IF HR is asking workman employee - answer is 100x3=300 (if 1 operator deploy in 1 station)
2. If HR is asking no. of supervisor for 100 station 3 shift- Total employee required as below:
a. Total supervisor = total manpower in 3 shift(300)/25(if 1 supervisor for 25 workman) = 12 +(10% absenteism -1.2) =13.2 supervisor
b. Manager = 1 Manager
=14.2 employee required
Thanks
S Verma
From India, Indore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Manpower Planning Form(1).xls
Manpower Planning,Rect & Selection PPTs.zip
Manpower Planning Questionnaire.d oc