Dear Members,
Would request to please help me to understand mathematical way of determining and planning Manpower number for an organisation a service / a sales organisation. Please share formats which could mathematically help me to reach a rational manpower number.
Thanking you.
Regards
Subrato Mitra
Human Resource
From India, Delhi
Would request to please help me to understand mathematical way of determining and planning Manpower number for an organisation a service / a sales organisation. Please share formats which could mathematically help me to reach a rational manpower number.
Thanking you.
Regards
Subrato Mitra
Human Resource
From India, Delhi
Dear Subrato,
The reply depends on the nature of your business, geographical location etc. yes, maths plays a role in manpower planning but then factors like the complexity of the operations, qualification of the staffs etc also matter. Anyway, earlier I have given replies to similar queries. You may click the following links:
https://www.citehr.com/457300-work-s...ml#post2046554
https://www.citehr.com/424736-manpow...ml#post1922136
In the advanced context, you may use linear programming, the theory of queueing, theory of sequencing etc. These are the techniques of Operations Research (OR). But then to use these methods first you need to do the time and motion studies, skill gap analysis. Else it may do more harm than good.
All the best!
Dinesh Divekar
+91-9900155394
From India, Bangalore
7884The reply depends on the nature of your business, geographical location etc. yes, maths plays a role in manpower planning but then factors like the complexity of the operations, qualification of the staffs etc also matter. Anyway, earlier I have given replies to similar queries. You may click the following links:
https://www.citehr.com/457300-work-s...ml#post2046554
https://www.citehr.com/424736-manpow...ml#post1922136
In the advanced context, you may use linear programming, the theory of queueing, theory of sequencing etc. These are the techniques of Operations Research (OR). But then to use these methods first you need to do the time and motion studies, skill gap analysis. Else it may do more harm than good.
All the best!
Dinesh Divekar
+91-9900155394
From India, Bangalore
Dear Subrata,
MANPOWER PLANNING MODELS:
1.Statistical Techniques Include: ratio trend analysis and econometric models. Under ratio trend analysis, ratios are calculated for the past data and these ratios are used for the estimation of the future manpower requirements For eg.
- Present level of production (1-1-2013) 2000 units
- Present number of foremen (1-1-2013) 5
- Ratio is 2000/4 500
- Estimated production as on (1-1-2013) 5000 units
- Foreman required as on (1-1-2013) 5000/500 = 10
2.STATISTICAL FORECASTING:
A.DEMAND PROJECTION =WORKLOAD/UNITS PER WORKER FOR 5 YEARS
REGRESSION ANALYSIS
D.SUPPLY PROJECTION:ADDITIONS AND DELETIONS
I think you will find it useful.
regards,
Dr. sibram
From India, Mumbai
MANPOWER PLANNING MODELS:
1.Statistical Techniques Include: ratio trend analysis and econometric models. Under ratio trend analysis, ratios are calculated for the past data and these ratios are used for the estimation of the future manpower requirements For eg.
- Present level of production (1-1-2013) 2000 units
- Present number of foremen (1-1-2013) 5
- Ratio is 2000/4 500
- Estimated production as on (1-1-2013) 5000 units
- Foreman required as on (1-1-2013) 5000/500 = 10
2.STATISTICAL FORECASTING:
A.DEMAND PROJECTION =WORKLOAD/UNITS PER WORKER FOR 5 YEARS
REGRESSION ANALYSIS
D.SUPPLY PROJECTION:ADDITIONS AND DELETIONS
I think you will find it useful.
regards,
Dr. sibram
From India, Mumbai
Dear Subrato Mitra
The workcontent of the existing workforce needs to be ascertained. The workcontent has to be categorised as Daily/ Weekly/ Fortnightly/ Monthly/ Bimonthly/ Quarterly/ Half yearly and Annual activities. For example in Sales one needs Daily - Nr of sales call the person has to make, Nr. of quotations to be generated through these sales calls etc
Weekly - Generating Weekly sales report, Monitoring payment collections, Feasibility study of new quotations received.
Fortnightly - Following up with production on status of orders.
Monthly - Review of business generated during the month against targets set, ageing analysis of collections, Status of quotes sent against quotes received.
Bimonthly/ Quarterly - Planning to fulfill the gaps during the previous months in terms of sales generation, collections.
Half yearly - Orders won lost statement and reasons for gaining or losing an order, gap analysis and planning corrective and preventive action
Annual - Generating a business plan for the next year and setting goals for the sales force, Market analysis and segmentation to focus on areas that needs to addressed in the forthcoming year.
Once this exercise is done you will tentatively arrive at the time required to perform these activities. Based on the time duration you can arrive at the required work force. In some instances there may be employees in other departments who have less work. In such a case you need to redeploy them and balance their work load so that employees in all departments are optimally utilised.
Regards
M.V.Kannan
From India, Madras
The workcontent of the existing workforce needs to be ascertained. The workcontent has to be categorised as Daily/ Weekly/ Fortnightly/ Monthly/ Bimonthly/ Quarterly/ Half yearly and Annual activities. For example in Sales one needs Daily - Nr of sales call the person has to make, Nr. of quotations to be generated through these sales calls etc
Weekly - Generating Weekly sales report, Monitoring payment collections, Feasibility study of new quotations received.
Fortnightly - Following up with production on status of orders.
Monthly - Review of business generated during the month against targets set, ageing analysis of collections, Status of quotes sent against quotes received.
Bimonthly/ Quarterly - Planning to fulfill the gaps during the previous months in terms of sales generation, collections.
Half yearly - Orders won lost statement and reasons for gaining or losing an order, gap analysis and planning corrective and preventive action
Annual - Generating a business plan for the next year and setting goals for the sales force, Market analysis and segmentation to focus on areas that needs to addressed in the forthcoming year.
Once this exercise is done you will tentatively arrive at the time required to perform these activities. Based on the time duration you can arrive at the required work force. In some instances there may be employees in other departments who have less work. In such a case you need to redeploy them and balance their work load so that employees in all departments are optimally utilised.
Regards
M.V.Kannan
From India, Madras
Read the previous posts in this thread, and follow the links provided by Dinesh Divekar in his post.
From Australia, Melbourne
From Australia, Melbourne
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Manpower Planning Form(1).xls
Manpower Planning,Rect & Selection PPTs.zip
Manpower Planning Questionnaire.d oc