16-10-2008, 05:10 PM
|  | | | Join Date: Oct 2007 Location: delhi
Posts: 134
| |  Manpower Planning Questionnaire
Dear
Friends,
This is Swati Saxena,working with a Chartered Accountant firm,joined 2 months back.
Its a totally new industry for me.
I formulated a Manpower Planning Questionnaire for my Org.
Please Take a look of it and respond.
-How valuable it is.
Need your valuable suggestions to improve my Questionnaire.
Is it the rigt step prior to go for manpower planning as i am doing first time.
plz suggest me.
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Swati saxena  |
16-10-2008, 06:27 PM
| | | | Join Date: Oct 2007 Location: delhi
Posts: 134
| |
no comment plz see and let me know.
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Swati saxena |
17-10-2008, 12:04 PM
| | | | Join Date: Oct 2007 Location: delhi
Posts: 134
| |
22 views but no response.
plz i need ur suggestions.
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Swati saxena |
17-10-2008, 12:37 PM
|  | | | Join Date: Sep 2007 Location: MUMBAI
Posts: 109
| |
Dear Swati,
Thanx for the Information. I have recently started handling Manpower Planning. Are you handling manpower. Also there are some abbrev. which i cannot understand in your document CI) Managers CII) CAs CIII) Paid Assts CIV) PIIs CV) CPTs ??
wht is PIIs, CPTs ??
Kindly let me know
Regards,
Anil |
17-10-2008, 12:41 PM
| | | | Join Date: Oct 2007 Location: delhi
Posts: 134
| |
Dear
Anil
I am working with a ca firm so,
here we do have trainees and we have categorizes them like
if they had given Ist year exam which is called CPT we call them CPT articled clerk.
ok.
so u can also consider the same category in reference to ur comp.
trainee,executives,team lead and so.
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Swati saxena |
17-10-2008, 09:23 PM
|  | | | Join Date: Jun 2008
Posts: 12
| |
hi swati....
i havve a look on ur questionnaire.....
i find all the questions are simply direct questions......
u shd put some indirect questions too....to have a better idea......
directly asking that how much employees i particular field require....
if u ask them .... about their work load...about their hour of work...
their needs ...may be it will help u to make ur questionnaire...beetter...
i hope this suggestion will be of some help to u....
Sunil |
18-10-2008, 10:47 AM
| | | | Join Date: Oct 2005 Location: hyderabad
Posts: 21
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Hi Swati
There are alot more factors which needs to be considered before we actually come up with the Manpower plan.
If we go in detail..., we need to understand what is the % growth in revenue the company is planning to achieve.
Next step would be to understand will the current Manpower be able to reach the revenue.., if not what is the gap which needs to be fulfilled.
The gap would precisely be at various levels (junior, senior etc..,) based on which the entire plan can be made.
Regards
Sharat Sharma |
18-10-2008, 10:50 AM
| | | | Join Date: Oct 2005 Location: hyderabad
Posts: 21
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18-10-2008, 10:59 AM
| | | | Join Date: Oct 2007 Location: delhi
Posts: 134
| |
Thanks Sharat sunil for suggestions.
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Swati saxena |
18-10-2008, 11:33 AM
| | | | Join Date: Aug 2008
Posts: 23
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This exercise is done generally by discussing with the managerial / supervisory staff and getting to know their needs. In some cases, it may require more than one sitting with concerned manager / supervisory staff.
The reason being:- - Some of the points in your questionaire may require several direct /indirect questions.
- Through questionaire, some issues may not come-out..
- This gives an opportunity for HR personnel to interact with people
You may keep the questionaire-points as it gives a structured approach to start and proceed with the discussions. |
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