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Manpower Planning : It is also called as Human Resource Planning which consists of putting right number of people, right kind of people at the right place, at the right time, doing the right things for which they are suited for the achievement of goals of the organization. The procedure is as follows: Analyzing the current manpower inventory. Making future manpower forecasts. Developing employment programmes. Design training programmes.
MANPOWER PLANNING SYSTEMS IN PUBLIC SECTOR UNITS 1.SAIL - STEEL AUTHORITY OF INDIA LTD .
oSAIL was ranked 16th largest steel producer in the world during 2004.
The overall responsibility for manpower planning in SAIL rests with CORPORATE PERSONNEL DEPARTMENT . The planning ,personnel information ,training and recruitment functions are organized differently in different plants for executive positions at Corporate Office .
Line managers are also fully involved in decision making in respect of estimation of manpower requirements .
Manpower demand forecasting: The manpower demand forecast is the annual plan (budget) and long -term corporate plan translated into activity levels for each product , function or department etc. Demand forecasting is done for three cadres/ categories: Demand for Direct workers Demand for Indirect workers Demand for Executives & Supervisors
Neyveli Lignite Corporation Ltd (NLC) The NLC is a Government of India Enterprise ,engaged in commercial exploration of lignite. It was incorporated in 1956. Total workforce is 25,139 people. Wage cost is a steep 22 %of its total income.
Recruitment of employees at all level is centralized and the personnel division is responsible for undertaking recruitment to meet organizational requirements. Training, assessment ,development of employees in terms of skills , capability and competence is the responsibility of Corporate Personnel Division Manpower planning is linked with NLC`s growth and expansion plans i.e, new mining and thermal projects likely to come in near future , expansion of existing projects etc.
OIL AND NATURAL GAS COMMISSION (ONGC) It was formed by an Act of Parliament to take over the activities of The Oil & Natural Gas Directorate set up by the Govt . of India in 1956. It operates throughout India both Offshore and Onshore. It struck oil for the first time in 1969 in Ankleshwar (Gujarat). Total workforce on 31.03.2005 was 36,185 employees . It earned highest net profit of Rs.12,983.05 during 20042005.
For upper, middle level, junior level and workers level manpower planning there is different department.
The HRG at HQ , regions and projects keep up-to-date manpower information . Whenever there is new work /project , the departments/project concerned inform HRG in advance
Whenever there is new work /project , the departments/project concerned inform HRG in advance . Recruitment of executives and transfers are generally done or decided at HQ. HRG is doing Career Planning for various levels . Thus ,by work study , or with the help of manpower norms , the posts are created , and they may be filled by anyone of the three methods : a. Transfer from one place to another. b. Promotion from existing employees . a. Recruitment from outside the organization.
1.Corporate Plan
Information pertaining to project identification and implementation derived from corporate plan.
2.Commissioning Plan
Standard schedules for constructions and of a specific project configuration is ascertained from the commissioning plan.
3.Manpower norms
While assessing manpower requirement , norms for designing , project construction, service functions are taken into consideration.
4. Management policy
While deciding on the cadres and categories of different levels such as executives , supervisory staff and workmen , management policy is also considered.
Short Term Estimation of Manpower Requirement in NTPC The basis for short term manpower requirement in NTPC are as follows : 1.Actual work load 2.Project peculiarities 3.Conditions under which work is to be done.
AVERAGE MONTHLY EMOLUMENTS PER EMPLOYEE IN 5 SELECT PSUs Name of PSU SAIL NLC ONGC BHEL NTPC 1991-1992 5980 439 8396 5626 4637 1999-2000 14400 13320 49304 17507 22771 2004-2005 25083 21093 23100 38085 31484
Total
Average for 5 companies
Rs 29,078
Rs 5816 per man per month
Rs 1,17,302
Rs 23,460 Per man per month
Rs 1,39,580
Rs 27,916 Per man per month
HRD Interventions The critical areas where maximum stress has been laid by NTPC over the past years are: i. Human Resource Planning ii. Organization Design iii. Performance and Potential Appraisal iv. Training and Development v. Job Oriented Training vi. Human Resource Information system
The organization has laid down recruitment policies and procedures which were formulated in 1977.
Recruitment forecasting in NTPC is done annually . It can be divided into 2 parts : a)Short term forecasting for the year is April to March. b)Medium term forecasting for the budget year.
The objective of the present performance appraisal system of NTPC for executives include effective work planning ,promotion ,placement and training development.
The system proceeds for self appraisal , covering achievements ,constraints ,and training needs .
Evaluation is done on work performance ,behavioral attributes , executive abilities ,potential for higher responsibilities , capability to move into alternative roles/function and training needs.
Annually formal performance is carried out for each employee.
This process gives an opportunity to recognize the strengths of the people attending the programme .
Employee data
Managing requirement
Decision support
Information
Welfare activities
Industrial scenario
Statutory needs