Dear Members,
I would like to request your help in understanding the mathematical approach to determining and planning manpower numbers for a service or sales organization. Kindly share formats that could assist me in mathematically reaching a rational manpower estimate.
Thank you.
Regards,
Subrato Mitra
Human Resources
From India, Delhi
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I would like to request your help in understanding the mathematical approach to determining and planning manpower numbers for a service or sales organization. Kindly share formats that could assist me in mathematically reaching a rational manpower estimate.
Thank you.
Regards,
Subrato Mitra
Human Resources
From India, Delhi
Acknowledge(0)Amend(0)
Dear Subrato,
The reply depends on the nature of your business, geographical location, etc. Yes, maths plays a role in manpower planning, but factors like the complexity of operations, qualifications of the staff, 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 queuing, the theory of sequencing, etc. These are techniques of Operations Research (OR). But to use these methods, first, you need to conduct time and motion studies, skill gap analysis. Otherwise, it may do more harm than good.
All the best!
Dinesh Divekar
+91-9900155394
From India, Bangalore
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8032The reply depends on the nature of your business, geographical location, etc. Yes, maths plays a role in manpower planning, but factors like the complexity of operations, qualifications of the staff, 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 queuing, the theory of sequencing, etc. These are techniques of Operations Research (OR). But to use these methods, first, you need to conduct time and motion studies, skill gap analysis. Otherwise, it may do more harm than good.
All the best!
Dinesh Divekar
+91-9900155394
From India, Bangalore
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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 example:
- 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
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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 example:
- 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
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Dear Subrato Mitra,
The work content of the existing workforce needs to be ascertained. The work content has to be categorized as Daily/Weekly/Fortnightly/Monthly/Bimonthly/Quarterly/Half-yearly and Annual activities. For example, in Sales, one needs to:
- Daily: Number of sales calls the person has to make, Number 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 the status of orders.
- Monthly: Review of business generated during the month against targets set, Aging 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 need to be 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 workforce. 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 workload so that employees in all departments are optimally utilized.
Regards,
M.V. Kannan
From India, Madras
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The work content of the existing workforce needs to be ascertained. The work content has to be categorized as Daily/Weekly/Fortnightly/Monthly/Bimonthly/Quarterly/Half-yearly and Annual activities. For example, in Sales, one needs to:
- Daily: Number of sales calls the person has to make, Number 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 the status of orders.
- Monthly: Review of business generated during the month against targets set, Aging 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 need to be 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 workforce. 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 workload so that employees in all departments are optimally utilized.
Regards,
M.V. Kannan
From India, Madras
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Read the previous posts in this thread, and follow the links provided by Dinesh Divekar in his post.
From Australia, Melbourne
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From Australia, Melbourne
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