Hr Head With Pmi
Compensation And Policy
Asst. Manager - Hr
Statistics And Hr
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
17th October 2008 From Oman, Muscat
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.
so u can also consider the same category in reference to ur comp.
trainee,executives,team lead and so.
17th October 2008 From India, Delhi
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....
17th October 2008 From India, Mumbai
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.
18th October 2008 From India,
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
18th October 2008 From India, Madras
The Manpower Planning has to be done keeping in mind the Organisations short term as well as long term goals, the total funds allocated for potential manpower, the revenue generation of the business of the organisations, any new venture or diversification...
In short the the Manpower planning has to based on the following:
2. Quality (of people)
18th October 2008 From India, Delhi
Manpower Planning is very critical in any orgnization. While we start working on Manpower Planning it is essential to know why my organization is looking forward for Manpower Planning? What organization is going to achieve out of it. If my MPP Freamwork is leading me to Career Planning, Succession Planning, IDPs or it is only helping me for recruitment. Ours is Chemical Manfucturing Organization with 3000 direct employees and we have started implementation of MPP Freamwork since last April 2008 and it is today the Main Function which is leading us for Human Capital Development and helping is for Recrutiment, T&D, CPP,SP,Competency Mapping, Identification of HP-HP, HP-LP, LP-HP,LP-LP etc. Freamwork is based on stategics of our diversified businesses and available talent pool. May be later on will share the broad freamwork. Thanks
19th October 2008 From India, Valsad
lay due focus on "staffing and scheduling" by line managers and finally on learning curve or which skillsets to aquire strategically.
one eg of staffing and scheduling could be as adopted amongst BPOs (as per COPC) analyse the historical call flows and predict future trends, current capability index Vs SLA and then adopt 100% flexibility in forming shifts to workflow
in case of a confusion/ clarification feel free to contact
19th October 2008 From India, Delhi
HR are faciliators and other departments are users. So unless & until we have full support from other departments we are handicapp.
Your Questionairre with respect to above topic is very good. I have very experience in Manpower planning & rationalization.
IF you have any querry regarding above you can revert me back
20th October 2008 From India, Ahmadabad
Manpower planning is done through many methodoligies:
why we shoudl not answer straight to the point.
manpower planning is sone through predominantly following two methods:
1. Business Process Reengineering
2. Time and motion studies
There are many more. But for practicle purpose these two are used. Rest of others are only of academic interst.
first principles is :
study of entire business process
study of economics of business
study on process mapping
study on activity analysis
Predictions based on regression analysis to forecast manpower based on various business model.
Details on above should be worked out by the individuals who is conducting such studies.
20th October 2008 From Saudi Arabia