Manpower Resource

Planning

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CONCEPT AND DEFINITION

Manpower planning is the process by which the

Management determines how an organization
should move from its current status from the
desired position of human resources. Through
planning, management strives to equip with the
right number, right type, at right places, at right
time to do the right kind of jobs.
IMPORTANCE

 Future personnel needs

 Creating highly competent personnel
 Coping with change
 Protection of weaker sections
 International strategies
 Increasing investment in human resources
 Other benefits:
 Personnel cost may be less
 Better planning and opportunities

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OBJECTIVES OF MANPOWER PLANNING

 To determine future needs

 To recruit and retain human resources
 To improve standards, skills and ability of existing
employees
 To estimate cost of human resources
 To make best use if existing human resources

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OBJECTIVES CONTD....

 To foresee the impact of technology

 To assess the shortage or surplus of human resources
 To minimize imbalances

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MANPOWER PLANNING PROCESS

1. Analyzing organisational plans.

2. Demand forecasting – forecasting

overall human resources requirements
in accordance with the organisational
plans.

3. Supply forecasting – obtaining the data &

information about present & future
human resource.
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MANPOWER PLANNING PROCESS

4. Estimating the net human resources

requirements.

5. Incase surplus, plan for redeployment,

retrenchment and lay-off.

6. Incase deficit, forecast future supply of

human resources.
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MANPOWER PLANNING PROCESS

7. Plan for recruitment, development if

supply is more than or equal to net
human resource requirements.

8. Plan to modify or adjust the

organisational plan if supply will be inadequate
with reference to future net requirements.

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FORECASTING TECHNIQUES

1. Managerial judgement

3. Ratio – trend analysis

5. Work study techniques

7. Delphi technique

9. Flow model
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SUPPLY FORECASTING

1. Existing human resources

2. Potential losses to existing resources through

employee wastage.

3. Potential changes to existing resources

through internal promotion.

4. Sources of supply(ss) from within orgn.

5. Sources of ss from outside the org.
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DEMAND FORECASTING

Process of estimating future people required

Its basis must be the annual budget and long-term
corporate plan.
Considers :
1. External factors : competition, change in
technology,laws and regulatory bodies.

2. Internal factors : budget,organisational

structure,production levels etc.

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MRP @ Siemens
 Siemens Overview

“OUTSTANDING QUALITY IS ESSENTIAL TO OUR SUCCESS”

-Warner V. Siemens, Dr. Heinrich V

Pierer

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Siemens Overview

Vision

“ Our customers place their trust in us. Our network of people gives
customers the freedom to excel “

Mission

“ We create value for our customers by providing business services

enabled by information and communication technology. We achieve
this through creative & committed people employing innovative
solutions to meet customer needs, today and tomorrow. As a
Siemens company, we deliver what we promise ”

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Siemens Overview – Values & principles

To strengthen our CUSTOMERS - to keep them competitive

To push INNOVATION - to shape the future

To enhance company VALUE - to open up new opportunities

To empower our PEOPLE - to achieve world-class performance

To embrace corporate RESPONSIBILITY - to advance society

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Siemens Global

 Founded by 1874 by partnership between

Warner Siemens & Johann George Halske

 World leaders in several application areas of

electrical & electronic technology.

 Presence in more than 190 countries

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Global highlights

Sales
Net income more than
2,400 million euros

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 Global highlights

Headcount People
Force
417,000

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 Global highlights

Knowledge
power
€ 500 million invested in
Training & Development

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Siemens India
 Established in India in 1922 & public in 1962
 Siemens AG holds 51% of its equity and the balance
49% is held by nearly 40,000 Indian shareholders.
 Employing about 3,800 people,10 manufacturing plants
& 19 sales offices, 11 service centers and over 300
channel partners.
 Sales of over 14,200 million rupees

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Siemens India – Business Sectors

Energy

Transportation Healthcare

Siemens
India

Lighting
Industry
Solutions

I&C

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Siemens India – Org. Chart
SIEMENS AG (GERMANY)

SIEMENS INDIA

CORPORATE SUPPORT FUNCTIONS

NINE INDIAN SBU‘S

MANUFACTURING

HR

BUSINESS DEVELOPMENT

SALES

FINANCE
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SIEMENS : MRP PROCESS

• Top --> Down

• Bottom --> up

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SIEMENS : MRP PROCESS

1)BUSINESS PLAN(MAY ’04)

•NEW ORDER,
•SALES,
•PROFITS,
•TARGET,
•PRODUCTIVITY IMPROVEMENT

P= SALES
NO. OF EMPLOYEES 24
SIEMENS : MRP PROCESS

2) MANPOWER PLANNING.

3) BUDGET.

4) MONITORING.

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