Dear Senior,
I am back here to my new query...
How we came to know our number of staff (employee) is enough to work..??
Waiting for senior's suggesion...
Pankaj Patel
HR Executive
From India, Jaipur
2I am back here to my new query...
How we came to know our number of staff (employee) is enough to work..??
Waiting for senior's suggesion...
Pankaj Patel
HR Executive
From India, Jaipur
Dear Friend,
Before deciding on manpower one must prepare:
1: Job analysis
2:- Job specification
3:- Time & motion study for particular job.
4:- Job description
5:- Job evaluation
6:- Annual & quarterly targets.
Later, productivity analysis after analysis of above reports.
From India, Pune
Before deciding on manpower one must prepare:
1: Job analysis
2:- Job specification
3:- Time & motion study for particular job.
4:- Job description
5:- Job evaluation
6:- Annual & quarterly targets.
Later, productivity analysis after analysis of above reports.
From India, Pune
Dear Pankaj ,
Would it be possible for your business to consider Work force management ? Its a concept which manages work allocation vis-a-vis to the talent available to deliver it .
You can find many templates and documents on this topic, here in this community.
Many firm uses this as their software to ensure complete billability
From India, Mumbai
Would it be possible for your business to consider Work force management ? Its a concept which manages work allocation vis-a-vis to the talent available to deliver it .
You can find many templates and documents on this topic, here in this community.
Many firm uses this as their software to ensure complete billability
From India, Mumbai
Dear Pankaj,
You could have searched this forum to get reply to your query. Anyway I have given reply to past query which is similar to your query. Click the following link to read it:
https://www.citehr.com/457300-work-s...ml#post2046554
Ok...
Dinesh V Divekar
From India, Bangalore
You could have searched this forum to get reply to your query. Anyway I have given reply to past query which is similar to your query. Click the following link to read it:
https://www.citehr.com/457300-work-s...ml#post2046554
Ok...
Dinesh V Divekar
From India, Bangalore
Dear Pankaj ,
As Hr manager , you need to evaluate and understand the operation process, as you might not be knowing the job description or role.so you need to be ready for open table talk .
As an organization has different dept's(eg HR,Accounts, Procurement,Legal,Admin, Facility,operation....) depending on the each dept requirement HR can discuss with their respective head.
then same will go to director of Board for further discussion.
Then depending on the type of load/work one can easily differentiate between actual and approximate work force.
Regards.
Kailash
From India, Bangalore
As Hr manager , you need to evaluate and understand the operation process, as you might not be knowing the job description or role.so you need to be ready for open table talk .
As an organization has different dept's(eg HR,Accounts, Procurement,Legal,Admin, Facility,operation....) depending on the each dept requirement HR can discuss with their respective head.
then same will go to director of Board for further discussion.
Then depending on the type of load/work one can easily differentiate between actual and approximate work force.
Regards.
Kailash
From India, Bangalore
start with 3 employees fresher 5000 goodlooking female 8000 office administrator 3000
From India, Hyderabad
From India, Hyderabad
Pankaj,
Initially before starting any company a complete analysis report are generally made by management team as to what is the nature of work and what all departmental functions would be required and what is the initial expected manpower required.
Now if you are already a setup company than again depends on the nature of work and as to what is the requirement.
For example if there is a x department and the department has got a target for deliverables one can check that what is the task which is given employee of that department are able to complete in the specific time and which work or task requires more time and is the same sufficient for which number of employees are allocated than based on this you can estimated the manpower requirement.
Also you should consider that this is not the temporary phase requirement than you can reshuffle your existing manpower within
From India, Mumbai
Initially before starting any company a complete analysis report are generally made by management team as to what is the nature of work and what all departmental functions would be required and what is the initial expected manpower required.
Now if you are already a setup company than again depends on the nature of work and as to what is the requirement.
For example if there is a x department and the department has got a target for deliverables one can check that what is the task which is given employee of that department are able to complete in the specific time and which work or task requires more time and is the same sufficient for which number of employees are allocated than based on this you can estimated the manpower requirement.
Also you should consider that this is not the temporary phase requirement than you can reshuffle your existing manpower within
From India, Mumbai
whats up if their are already branches working and need to establish other new branch
what do u people think about the recruitment of new staff
should be less than 10?
should be more than 10 ?
should be even more ?
in all above cases i am talking about new manpower consultancy , and the consultancy is 18 yrs old
From India, Hyderabad
what do u people think about the recruitment of new staff
should be less than 10?
should be more than 10 ?
should be even more ?
in all above cases i am talking about new manpower consultancy , and the consultancy is 18 yrs old
From India, Hyderabad
Dear Pankaj,
We have devised a simple worksheet that categorizes the work performed by employees into daily, weekly, monthly, quarterly, half yearly and annual.
We advise employees to list their activities and key in the time in the excel sheet appended and this gives the time the employee spends each day. The available time for a person in a day is 60 minutes X 8 hours = 480 minutes and if the work content is equivalent or less than 450 minutes in a day then recruitment is not needed. However, if it exceeds 450 minutes and is almost 50 - 60% higher than 450 minutes then recruitment may be needed. Even in such instances we can track employees who perform work below 300 minutes and reassign activities for work balancing.
Yet another feature that can be utilized may be Mean Time Between Leave (MTBL). The MTBL is the frequency in which employees avail leave. For example in January the working days is 25 days and the employee has availed leave on 3 different days (do not consider the duration of leave), only consider the number of times he has availed leave. Then the MTBL will be 25/3 = 8.33. If this value is less month after month then it indicates that the employee avails leave quite frequently. May be an indicator that he has less work. On the other hand if the value is high month after month it could indicate that he is unable to avail leave due to his work pressure. Though MTBL is not a direct measure it may give you a clue of the work content in the department. If the absenteeism % (Number of days leave availed during the period/ the working daysX100) is high and the MTBL is low then it may be an indicator that the work content for the employee is less. A comparison of the work content sheet indicated in the previous paragraph will also throw some light.
Trust this information will be useful.
M.V.Kannan
From India, Madras
We have devised a simple worksheet that categorizes the work performed by employees into daily, weekly, monthly, quarterly, half yearly and annual.
We advise employees to list their activities and key in the time in the excel sheet appended and this gives the time the employee spends each day. The available time for a person in a day is 60 minutes X 8 hours = 480 minutes and if the work content is equivalent or less than 450 minutes in a day then recruitment is not needed. However, if it exceeds 450 minutes and is almost 50 - 60% higher than 450 minutes then recruitment may be needed. Even in such instances we can track employees who perform work below 300 minutes and reassign activities for work balancing.
Yet another feature that can be utilized may be Mean Time Between Leave (MTBL). The MTBL is the frequency in which employees avail leave. For example in January the working days is 25 days and the employee has availed leave on 3 different days (do not consider the duration of leave), only consider the number of times he has availed leave. Then the MTBL will be 25/3 = 8.33. If this value is less month after month then it indicates that the employee avails leave quite frequently. May be an indicator that he has less work. On the other hand if the value is high month after month it could indicate that he is unable to avail leave due to his work pressure. Though MTBL is not a direct measure it may give you a clue of the work content in the department. If the absenteeism % (Number of days leave availed during the period/ the working daysX100) is high and the MTBL is low then it may be an indicator that the work content for the employee is less. A comparison of the work content sheet indicated in the previous paragraph will also throw some light.
Trust this information will be useful.
M.V.Kannan
From India, Madras
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