Thread Started by #Kevin Gallacher

Good Day, I would like to seek advise on how not to have excess manpower on a daily factory operations.
I got 100 machines, 100 staffs and all these machines needs to be run on a daily basis.
Staffs are allow to take sick leave,so how can I forecast the number of sick leave on a daily basis.
I need to ensure all these machines still can be operated on a daily basis even with staffs on last minute sick leave and not to have too many excess manpower on standby.
Any formula or anytype of record that I should be looking into for this forecasting? monthly sick leave record on which day type the staff took sick leave?
Please advise.
Have a nice day.
22nd January 2019 From Singapore, Singapore
I suggest you that out of 100 machines you identify 10 machines which can be operated by single manpower at a time & pay additional incentives for them. you can match no production lost due to shortage of manpower.
leave of 100 manpower can not be predicted.
23rd January 2019 From India , Coimbatore
There is this Concept of Standard WorkForce vis-a-vis Actual Working Force which takes into account No of Machines that must be operated, the No of Operators, No of Trainees-Operators, No of Total Laeve entitlement and the Accepted Discipline that Leave is availed only actual Need-based that too keeping the Exigencies of Oprns in mind. Aberrations should be identified and Habitual Absentees on Medical Unfitness For Duty monitored for a Quater and then Decide Disciplinary Action including " Settled-on-Medical Grounds" on basis of Medical Boards Certifying Unable to Continue Work alloted"
Kritarh Team of Spl Educators,
Bengaluru Office
23 Jan 2019
23rd January 2019 From India, Delhi
Dear Kevin,
Your challenge can be addressed by using "Monte Carlo Simulation Techniques". Though it is also not a 100% foolproof techniques, it will mitigate your challenges.
Dinesh Divekar
24th January 2019 From India, Bangalore
recruit 5% reliever for those absenteeism.
24th January 2019 From India, Bangalore
100 Staffs for 100 Machines is fair enough, provide shifts and allow only one leave per month. Any leaves more than one salary can be deducted. With ESI, long leaves can be monitored. Shift Supervisors can be assigned to monitor leaves and duty in/out times.
28th January 2019 From India, Ernakulam
if the staff strength is more than 70 with aid of power, better go for shift wise operations which gives a propitiate solutions. why because in case of absenteeism in one shift you can easily arrange the manpower from another shift to fulfill and pay the additional incentives to them as Mr.Vignesh said if you need to yield production output is same level.
30th January 2019 From India, Madras
There are many options to address this issue:-
1) Have bench strength of 10% as Trainees.
2) Have the operators skill levels enhanced, so that they can operate more than one machine at a time.
3) Have continuous TPM analysis of machines, which gives the productivity levels of the machines.
4) Have Vendors, who can supply manpower when need arises.
5) OT / Production Incentive could be one other way of going with.
6) 100 machines / 100 staff indicated in your question - have some machines run on shifts, you can increase staff / trainees and production as well.
31st January 2019 From India, Bangalore
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31st January 2019 From India, Ahmedabad
Dear Kevin
You need to have a scientific approach rather than to rely on hut feeling or personal judgement.
You can adapt principles of industrial engineering to arrive at Standard Manpower requirement (current benchmark). Of course considering land of law and health aspects you need to consider minimum leaves.
Once you arrive at the standard manpower requirement, you can make effort to raise the bar by adapting multiple methods like multi tasking, upskilling, shared jobs, automation, cycle time reduction,downtime reduction, production incentives, attendance incentive, employee's motivation etc.
Wish you good luck !!
Shailesh Parikh
99 98 97 10 65
7th February 2019 From India, Mumbai
Hi Kevin,
Are you talking about your experience in Singapore or India ?
That apart, generally, in the circumstances and as many suggestions posed here there are more than one solution is available to you. Prior to go for a single decision, you should have done your work study by Industrial Engg. concepts. You haven't mentioned whether your plant runs single shift or multiple shift, rather you only talked about 'daily basis'. I'm looking at it the possibility of running the machines in 3 shifts of 8 hrs shift (as what we have in India) if this is feasible.
Secondly, by now you would have kept your past record on the frequency of leave of absence and resultant 'idle time' of machinery. This data should tell you clearly the pattern of staff who go on leave on daily basis and how many machines idling due to absence. I'm sure if such a data is available to you, a solution also will be ready. The available solution are only as known by every body, they could be listed thus -
1) Create back up strength, the Nos. required will be driven by the past data;
2) If you are running more than 3 shifts this task could be easily accomplished;
3) Resort to OT or Compensatory off to some of the existing/willing 100 staff who could come into their shoes;
4) Outsource the shortage arising due to leave either on piece rate or time rate computed on 'machine hour or man hour rates'. In doing so you should have made the 'cost benefit analysis' to assist you in decision making;
5) Plan routine or break down or preventive maintenance of all machines, on daily basis, by rotation so that down time due to absence is not felt.
7th February 2019 From India, Bangalore
Hello! I believe that in order to optimize the production process, it is necessary to hold meetings among the plant workers and make presentations on the topic of labor optimization and interaction between employees. Here you can choose a projector and make a mini projector comparison. This equipment will allow you to make quick, affordable and high-quality presentations.
8th February 2019 From Ukraine, Zaporizhia
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20th February 2019 From India, undefined
As per factories Act you have to give 1 leave for 20 working days.
Now out of 365 days, 52 are weekly offs so now total available days for each worker are 313 days considering no leaves taken. Now leaves will be 15.65 ( 16 rounded).
16 leaves per year means 1.33 (1.5 rounded) per month. So for 100 workers it is 150 days leave out of 31300 available work days.
Now per day leaves are 0.05 per worker means 5 workers would be on leave for each day. So considering operations in single shift you would require 5 additional workers each day.
Now if additional absenteeism happens due to sickness may be 2 employees each day. Means 7 employees required so you need to hire additional 7 employees. i.e. minimum 107 employees required. Note: this is not for 3 shift operations. if in 3 shifts the logic will be different.
22nd May 2019 From India, Mumbai
Well you need to do proper planning first of all:

1)Identify the minimum amount of employees that are a must need for daily operations.
2)Keep a few number of additional trainee employees.
3)Divide the task in shifts.
4)Keep a backup of outsources for specific situations.
5)Track the leaves of employees using an effective mechanism so to avoid unnecessary leaves
6) Ensure health and safety within work place to avoid large percentage of sick leaves.
I hope this helps. GOODLUCK.
29th May 2019 From Pakistan, Islamabad
you need study about "TIME AND MOTION STUDY" to analyse machine capacity and manpower planing.
and also you need to analyse last 6 months about Absent & Leave.
take average persons absent & Leave, that average manpower to extra manpower.
1st June 2019 From India, Bangalore
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