A PROJECT REPORT ON “THE STUDY OF MANPOWER PLANNING” AT WHIRLPOOL OF INDIA LTD, PUNE SUBMITTED BY Mr. DEVANAND D. CHANORE MBA (HRM) 2013-2014 IN THE PARTIAL FULFILLMENT OF THE MASTERS IN BUSINESS ADMINISTRATION (MBA) (HUMAN RESOURCE MANAGEMENT) TO UNIVERSITY OF PUNE THROUGH INDIAN INSTITUTE OF COST AND MANAGEMENT STUDIES AND RESEARCH (INDSEARCH) PUNE
Acknowledgement
I am sincerely thankful to Mr. Ahbn. Reddy, (Plant Director) & Mr.Mahendra Patil, (GM. –Human Resources) for giving me this great opportunity to do a Summer Internship Project in Whirlpool of India Ltd. Pune. I would like to extend my foremost gratitude to Mr. Mahendra Patil, Plant General Manager of Human Resource, Mr. Niyaj Ahmed Sr. Executive Manager WOIL & Mr. Vaibhav Mali Sir, under whose guidance I completed training and for encouraging me to participate in the activities in the company. I would also like extend my sincere thanks to Dr. Ashok Joshi Director of Indsearch Pune, for giving me this opportunity of doing this project to my Faculty Guide Dr. Ramrao Randive and all my friends. A project bears the imprint of many people and it becomes a pleasant duty to express my heartiest gratitude towards them. My cordial thanks to all those directly or indirectly contributed intellectually and materially in words and action, for the preparation of this desertion.
Devanand D. Chanore Indsearch
DECLARATION
I hereby declare that this Project Report titled “MANPOWER PLANNING ”- a study with special reference to, Whirlpool of India Limited, PUNE is my original work and it has not previously formed for the basis for the award of any diploma, degree, fellowship, association ship or other similar title. This work was carried out by me in the year 2013 as the Masters in Business Administration (MBA) under the guidance of Dr. Ramrao Randive, Indian Institute of Cost and Management Studies & Research (IndSearch) PUNE.
Name of the guide, Dr. Ramrao Randive IndSearch, Pune
Signature of the student, DEVANAND D. CHANORE MBA-HRM-1, IndSearch
INDIAN INSTITUTE OF COST AND MANAGEMENT STUDIES & RESEARCH, PUNE (An Autonomous Institute under university of Pune)
CERTIFICATE
TO WHOMSOEVER IT MAY CONCERN,
This is to certify that the project work titled “MANPOWER PLANNING” at the “WHIRLPOOL OF INDIA LTD. Pune” is an original work done by Mr. Devanand D. Chanore, Roll No. 04 pursuing the MASTERS IN BUSINESS ADMINISTRATION IN HUMAN RESOURCE MANAGEMENT (MBA-HRM) at Indian Institute of Cost and Management Studies & Research (IndSearch), an autonomous Institute under the University Of Pune in partial fulfillment for the criteria of Industrial Training and Summer Internship in Human Resources Department. All important sources have been duly acknowledged in this report.
Prof. Ramrao Randive (Project Guide)
Dr. Ashok Joshi (Director- Indsearch Pune)
Date:
PREFACE
This Summer Internship Program has been carried out at “Whirlpool of India Limited Pune” as a part of academic requirement to learn various function of Human Resource Department. A study of this sort is intended to provide a fair idea of Human Resource Management in an Organization.
This project gives the reasonable understanding of the organization its origin and different services in the organization. Human resource planning allows forecasting the future manpower Requirements and also to forecast the number and type of employees who will be required by the enterprise in a near future.
In the long term period, success of any organization depends on whether the right people are in the right places at the right time, which is the nature of human resource planning. When it concerns human resources, there are the more specific criticisms that it is over-quantitative and neglects the qualitative aspects of contribution The experience of going through the activity of an established organization like “Whirlpool of India ltd.” which is one of the best organizations in the world and study the HR of such a large scale organization has given me immense knowledge and developed hunger for learning more about HR profession in future.
TABLE OF CONTENTS
CHAPTER TOPIC NAME
PAGE NO.
1.
Executive Summary
1
2
Introduction of the Topic
3
3.
Company Profile
4
4.
Objectives & Scope of the Project work
18
5.
Theoretical Framework
19
6.
Research Methodology
24
7.
Analysis and Data Interpretation
29
8.
Finding & Limitation
42
9.
Conclusions And Suggestions
43
10.
Annexure
44
11.
Bibliography
46
1.EXECUTIVE SUMMARY
This project was undertaken with the perspective of fulfilling the MBA-HRM course curriculum requirement of the Indsearch, Pune campus affiliated to the PUNE University. In order to groom the student for the corporate world and establish a stronger hold over the academic knowledge they have gained, the student was required to undertake an Internship for duration of 2 Months. The project was undertaken at the Human Resource (HR) department of the Whirlpool of India Ltd (WOIL) in Pune Plant. WOIL is one of the leading companies in the home appliances industries. The main business activity of this Pune plant is to manufacture and export the Refrigerators. The project was selected to identify the critical parameters that will help in increasing & forecasting the Manpower planning of the employees at Whirlpool of India. Project mainly aims at Manpower Planning is the a process of forecasting, developing, controlling by which organization ensure that it has the right number of people, right kind of people at right place at right time doing work for their economically most useful. The research method use for this project is, Descriptive, Analytical, Applied, Fundamental, Qualitative, Quantitative, Conceptual & Empirical method. In this project I studied the meaning of Manpower Planning, various activities approaches and techniques. While conducting the project I also studied the different types of Techniques & Methodology used by Whirlpool. In Data analysis & Interpretation, I found past records of employee consistency, of the company. While studying the project I observed the various Manpower Planning technique used for their forecasting demands, Balance supply & Demand. The data, conclusion and the suggestions related of this project is mainly based on following sources: • Employee interview with the help of short questionnaires. • Discussions with organization members related with manpower. • Analysis of different organizational Activities. • Absenteeism, Recruitment, Daily manpower report, Policies, Contract labour report, Attendance, Training & Development.
2.INTRODUCTION TO THE TOPIC
MANPOWER PLANNING “Human resource planning is the process of determining manpower requirements and the means for meeting those requirements in order to carry out the integrated plan of the organization”.
Manpower planning is the process including forecasting, developing and controlling by which a firm ensures that it has the right number of people and the right kind of people at the right places, at the right time doing work for which they are economically most useful.
Human resources are regarded as the only dynamic factor of production. Other factors like materials, methods, machines, money etc. are useless without their effective use by the human resources. Thus, it is logical that there should be proper manpower or human resource planning in the organization to use the other resources effectively.
Human resource planning is an integrated approach to performing the planning aspects of the personnel function in order to have a sufficient supply of adequately developed and motivated people to perform the duties and tasks required to meet organizational objectives and satisfy the individual needs and goals of organizational members.
3.COMPANY PROFILE
ORGANIZATION PROFILE
From its beginning as a manufacturer of electrically powered clothes washers, Whirlpool Corporation has become the world's leading producer of major household appliances. Its main products include home laundry equipment, dishwashers, refrigerators, freezers, ovens, ranges, room air conditioners, and mixers and other small household appliances. The company's appliances are sold in more than 170 countries worldwide under such brand names as Whirlpool, Kitchen-Aid, Roper, Estate, Bauknecht, Ignis, Polar, Brastemp, Consul, and Eslabon de Lujo. Whirlpool is a major supplier of appliances to Sears, Roebuck and Co., which accounts for about one-fifth of Whirlpool's net sales; these include Whirlpool-made products marketed under Sears' Kenmore brand, as well as Whirlpool and Kitchen-Aid brand products. The corporation has 47 manufacturing locations, ten of which are in the United States; the remaining are in Canada, Mexico, France, Germany, Italy, Poland, Slovakia, South Africa, Sweden, Brazil, China, and India. Two-thirds of sales are generated in North America, 20 percent in Europe, and 11 percent in Latin America.
VISION “Every Home… Everywhere… with Pride, Passion and Performance” Company vision reinforces that every home is our domain, every customer and customer activity our opportunity. This vision fuels the passion that we have for our customers, pushing us to provide innovative solutions to uniquely meet their needs. Pride... in our work and each other. Passion...for creating unmatched customer loyalty for our brands. Performance...that excites and rewards global investors with superior returns. We bring this vision to life through the power of our unique global enterprise and our outstanding people... working together... everywhere. MISSION
“Everyone, Passionately Creating Loyal Customers for Life” Our mission defines our focus and what we do differently to create value. We are a company of people captivated with creating loyal customers. From every job, across every contact, we will build unmatched customer loyalty…one customer at a time. VALUES Our values are constant and define the way that all Whirlpool Corporation employees are expected to behave and conduct business everywhere in the world. Respect — We must trust one another as individuals and value the capabilities and contributions of each person. Integrity — We must conduct all aspects of business honorably – ever mindful of the longtime Whirlpool Corporation belief that there is no right way to do a wrong thing. Diversity and Inclusion — We must maintain the broad diversity of Whirlpool people and ideas. Diversity honors differences, while inclusion allows everyone to contribute. Together, we create value. Teamwork — We must recognize that pride results in working together to unleash everyone’s potential, achieving exceptional results. Spirit of Winning — We must promote a Whirlpool culture that enables individuals and teams to reach and take pride in extraordinary results and further inspire the "Spirit of Winning" in all of us.
History: Washing Machine Beginnings The company that preceded Whirlpool was founded in 1911 by Lou Upton and his uncle, Emory Upton, who lent their family name to the machine shop they opened in St. Joseph, Michigan. Lou Upton, a life insurance salesman, had recently lost his investment in a small appliance dealership that had failed. In an attempt to compensate Upton for his loss, the dealer gave him the patent for a manually operated clothes washer.
Emory Upton was able to outfit the machine with an electric motor, and--with a $5,000 stake from L.C. Bass ford, a Chicago retailing executive--the Upton Machine Company began producing electric wringer washers. The company soon snared its first customer, the Federal Electric division of Chicago-based Commonwealth Edison. The relationship lasted three years, until Federal Electric began manufacturing its own washers. Although losing this customer was a major blow, the company stayed afloat by manufacturing toys, camping equipment, and automobile accessories until it rebounded in 1916 with an agreement to produce two types of wringer washers for Sears, Roebuck and Co., which at that time operated exclusively through mail order. In order to avoid total dependence on the Sears account, however, Upton also launched a washer under its own brand name in the early 1920s. During the 1920s, Sears's expansion into retailing and its selection of Upton as its sole supplier of washing machines forced the company to find a way to increase its manufacturing capacity and distribution efficiency.
India Story 1987
Whirlpool and Sundaram clayton of India enter into a joint venture to form TVS Whirlpool Limited.
1995
A majority control is acquired in TVS Whirlpool Ltd. And Kelvinator of India is acquired.
1996
Kelvinator of India and Whirlpool Washing Machines Ltd. is combined to form Whirlpool of India.
1999
Whirlpool of India crosses the milestone of 1 million in sale of appliances.
2005
Registered profit and sold 1.4 Million appliances.
2009
Whirlpool 2nd largest brand in the country for refrigerators and washing machines combined.
2010
Whirlpool launches first 3-door fully automatic frost free refrigerator.
2012
Whirlpool launches ACE Washing Machine in the market, which got huge success
KEY DATES 1908: The first Automatic washer was launched to public in late 1908, by 1900 Corporation which in 1911 was renamed to Upton Machine Company. ⇔ 1911: Louis Upton founded the Upton Machine Company in this year to produce motor-driven wringer washers
⇔ 1916: First order of washers was sold to Sears, Roebuck & Co. ⇔ 1929: Upton Machine Company merged with Nineteen Hundred Washer Company of New York ⇔ 1948: First 'Whirlpool' brand automatic washer with dual distribution was introduced. It included two product lines one each was distributed through Sears and Nineteen Hundred. ⇔ 1957: The company was rechristened as ' The Whirlpool Corporation.' ⇔ 1958: The company moved out of country for the first time and invested in Brazilian appliance market through purchase of equity in Multibras S.A. ⇔ 1968: The Elisha Gray II Research & Engineering Center was completed in Benton Harbor. In the same year the company's revenues crossed the legendary $1 Billion mark for the first time. ⇔ 1978: Within a decade company doubled its feat of $1 Billion mark and reached the $2 billion revenue level. ⇔ 1986: The 'Kitchen Aid' division of Hobart Corporation was purchased. ⇔ 1987: Whirlpool tied-up with Sundaram Clayton Ltd. of India to form Whirlpool Ltd. ⇔ 1989: This was a historic year since the revenues catapulted to heights of over $6 Billion mark. Also, the joint venture with N.V.Philips of Netherlands called Whirlpool Europe B.V. was formed to manufacture and market appliances in Europe. ⇔ 1990: Company established joint venture with Matsushita Electric Company of Japan to produce vacuum cleaners for the North American market. ⇔ 1991: The Company introduced and committed globally to its Worldwide Excellence System, which is a TQM program dedicated to exceeding customer expectations. The vision to globalize 'Whirlpool Corp'. was realized in the same year. ⇔ 1993: First time Whirlpool became the No.1 stand-alone brand in UK, Ireland, Netherlands and Belgium ⇔ 1995: Whirlpool Corp. acquired majority of stake in the TVS Whirlpool Ltd. The DC manufacturing facility of Kelvinator India was also acquired. ⇔ 1996: Whirlpool Washing Machines Ltd. and Kelvinator India Ltd. merged together to form Whirlpool of India Ltd.
⇔ 1998: This year gave birth to a new company vision that says, "Every Home Everywhere with Pride, Passion & Performance." ⇔ 1999: Whirlpool of India crossed the milestone of 1 million sales of appliances. ⇔ 2001: Whirlpool India registered profit & sold 1.2 million appliances. It also achieved the No.1 position in DC & FA. ⇔ 2002: The Aircon range was successfully launched and the Whirlpool of India acquired 6% market share. ⇔ 2003: A new mission statement of "Everybody creating loyal customers for life" was adopted. ⇔ 2005: Received the 2005 American Business Ethics Award, which honors companies that exemplify high standards of ethical behavior in their everyday business conduct. ⇔ 2006: Honored with the 2006 National Award for Ethics & Values from the Confederación de Cámaras Industriales de los Estados Undo’s Mexicanos. ⇔ 2006: Whirlpool Corporation acquires Maytag and become the World’s largest white goods company. ⇔ 2007: Received the 2007 Cause Marketing Golden Halo Award for Business, America's highest honor for companies and organizations that give back to the community through creative and effective cause marketing campaigns
Different Departments of the organization
AHBN Reddy Plant Director
GM OPERATION
GM.QUALI TY
GM.PRO CESS
GM.HR
PROCUR EMENT
GM.FIN ANCE
Deputy. Manager Acct.
Deputy Manger Excise
ORGANIZATION STRUCTURE OF HRM DEPARTMENT
Total Trainee, Labour & Operator required in Department MANPOWER
REQUIRED
ACTUAL
DIFFERENCE
TRAINEE
2250
1750
500
CONTRACTOR
7600
7215
385
OPERATOR
3650
3240
410
13500
12205
1295
TOTAL
14,000 12,000 10,000 8,000
REQUIRED ACTUAL
6,000
DIFFERENCE
4,000 2,000 0
TRAINEE
CONTRACTOR
OPERATOR
TOTAL
MANUFACTURING FLOW CHART OF GNF REGRIGERATOR
FC - Freezer compartment RC - Refrigerator Compartment Preparation of Liner sheet Raw Material store HIPS
Master Batches Heat Treatement
Main Main LineLine Raw Material store Metal Sheet Roll Cutting of metal Roll to form Sheet
Addition of Glossy material Sheet
Wrapper
Cutting Of Sheet into RC & FC Liner
Back Panel Cabinet Condenser Fitting
Heat Exchanger & Wiring FC Liner Capillary Routing RC Liner Cabinet goes into Oven Cabinet Foaming Quality Check Point Front Side Attachment of Evaporator in RC
Back Side Attachment of Dryer Fitting Of Compressor
To be
Putting Chiller Tray in RC
Helium Leak Testing (If test is +ve then sent for rework)
Putting Shelfs in RC Foamed RC Door
Removal of Helium Gas Rework
Attaching RC Door to freeze Foamed FC Door Attaching FC Door to freeze
Vacuuming ( To remove moisture & air from system) Filling of Cooling Gas (R134 A)
Attaching Handles to FC & RC Doors
Testing of Freeze for its function Testing For leakage of Gas
Lebelling Packaging Sealing Storage
WHIRLPOOL PRODUCT RANGE
(1)Refrigerator
(2)Air Conditioners
(3) Washing
Machin
(4)Water purifier
(5) Microwave Ovens
AWARDS AND ACHIEVEMENT Whirlpool Corporation has been honored with two if Product Design Awards 2009, respectively, for the Whirlpool Glamour Oven and for GREENKITCHEN, a kitchen eco-system design concept. The announcement was made in Nov 08 by the if Industries Forum Design GmbH., and represents GREEN Kitchen's second design award in the past two months, following its Gold SPARK Award, won in October 2008. 2009: Whirlpool was voted Product of the Year and received the award for the 'Best Innovative Product' in the popular refrigerators category. This was based on 40,000 consumers across 36 towns in India voting Whirlpool Frost Free Refrigerators with 6th sense as the Best Innovation in the Popular Refrigerator Category
2009: Hewitt ‘Best Employers in India’ 2009 Study
2009: Named one of the “100 Best Corporate Citizens” by Chief Responsibility Officer (formerly Business Ethics) magazine in 2009 and from 2000-2007 2008: Included in the Dow Jones Sustainability, FTSE4Good and KLD Global Sustainability Indexes, three of the world’s most comprehensive reviews of sustainable business practices
2008: Named one of the “2008 World’s Most Ethical Companies” by Ethisphere magazine
2008: Whirlpool OF India” was awarded the NDTV Profit Business & Leadership Award 2008 for “The Best Consumer Durables Company.
2008: The Business Today - Mercer -TNS Study – 2008. ‘Top 20 Best Companies to work for in India’
4.OBJECTIVE & SCOPE OF PROJECT WORK Ø OBJECTIVE OF MANPOWER PLANNING •
To ensure effective utilization of human resources
•
Analyzing the current manpower inventory.
•
Making future manpower forecasts..
•
To maintain Daily Manpower report, Contract report, & Absenteeism.
•
To procure right type of persons at right time and at right job.
•
To provide them right kind of training to increase their productivity.
•
To satisfy them by providing monetary and non monetary benefits.
•
To maintain high morale among the employees
Ø SCOPE OF MANPOWER PLANNING
Manpower planning means determining the number and kind of personnel required to fill various positions in the organizations. a) To make the list of current manpower. b) To check how much current manpower is being utilized. c) To find out how much manpower is required. d) To make manpower purchase plans. e) Recruitment, selection, placement of personnel. f) Training and development of employees. g) Performance appraisal of the employees. h) Motivating the employees by providing them proper financial and non financial incentives.
5. THEORITICAL FRAMEWORK
MANPOWER PLANNING
“Human resource planning is the process of determining manpower requirements and the means for meeting those requirements in order to carry out the integrated plan of the organization”.
Importance of Manpower planning n It helps to face the shortage of certain categories of employees and/or variety of skills in spite of the problem of unemployment. n The rapid changes in technology, marketing, management etc. and the consequent need for new skills and new categories of employees.
Need of Manpower planning: n To plan for physical facilities, working conditions and volume of fringe benefits like canteen, schools, hospitals, conveyance, child care centers, quarters, company stores etc. n It gives an idea of type of tests to be used and interview techniques in selection based on the level of skills, qualifications, intelligence, values etc. of future human resources. n It helps to take steps to improve human resource contributions in the form of increased productivity, sales, turnover etc. n It facilitates the control of all the functions, operations, contribution and cost of human resources.
Factors affecting Manpower planning 1. External factor n Government’s policies n Level of economic development including future supply of HR n Business environment n Level of Technology 2. Internal Factor n Policies and strategies of the company n Human resource policy of the company n Job Analysis & Company’s production operations policy n Time Horizons (long term or short term) n Type and quality of information & Trade Unions Process of Manpower planning 1. Analyzing organizational plans. 2. Demand forecasting n Managerial Judgments n Statistical Techniques – ratio analysis and econometric models n Work study techniques n Employment trends n Replacement needs n Growth and expansion n Productivity
3. Supply Forecasting n Existing inventory n Potential losses – temporary/permanent n Potential additions 4. Estimating the net human resource requirement 5. In case of future surplus – plan for redeployment, retrenchment and lay-off
6. In case of future deficit – forecast the future supply of human resources from all sources with reference to plans of other companies.
7. Plan for recruitment, development and internal mobility if future supply is more than or equal to net human resource requirements. 8. Plan to modify or adjust the organizational plan if future supply will be inadequate with reference to future net requirements.
DUTIES AND RESPONSIBILITIES
A. PLANT MANAGER Plant Manager (PM) will plan and control the overall operations of the plant. He/she must ensure optimum production levels at desired quality levels within the targeted budgets.
B.QUALITY MANAGER Quality Manager / Assistant Manager will report directly to production manager. He/ She must check and ensure the quality plans set by the company. Periodical calibration of monitoring and measuring devices will be his/her Responsibility. QM/ AM will have to co-ordinate with the customers during customer. Inspections visits. In case of non-conformance, QM/AM must initiate corrective actions to correct them. He/ she must monitor the rejection levels at different stages and must inform the Production Manager to stop the production if any non conformance occurs.
C. QUALITY INSPECTOR Quality Inspector (QI) will report to Quality Manager. He/ she must carry out inspections to maintain the status at incoming, in-process and final stage of Refrigerator processing. QI must give approval on incoming, regular production and final inspection components. He/she must follow relevant documents like inspection plans, control plans etc to ensure quality .QI must raise non-conformance in case of inward and in-process deviations in standards. He/she must maintain quality system related documents and records pertaining to quality department. QI must monitor and check all instruments for zero error.
D. PLANT SUPERVISOR Supervisor will assign duties and tasks to subordinates. He/she must explain Show these duties/ tasks are to be done. It is supervisor’s responsibility to explain the subordinates on how the performance of these duties are measured and evaluated. Supervisors must create a supportive working and professional relationship with the subordinates. He/she must provide a motivational work environment to get the best out of everyone.Supervisor must facilitate constant development of each employee by providing opportunities for advancement and future growth in the organization.
E. MAINTENANCE MANAGER Maintenance Manager (MM) must ensure minimum level of inventory for necessary spares. Routine, preventive and predictive maintenance schedule charts for all machines and equipments must be prepared and maintained by Maintenance manager. He/she must identify areas for constant improvement and must implement all appropriate actions. MM must attend to any breakdowns in any machines. He/she must analyze the intensity of faults to judge whether it is a minor or major issue, where an external service provider is required. MM should disband the machine as per the manual to fix the faults.
F. OPERATOR Operator must prepare the tools/ machines and settings for manufacturing operations.
He/she must handle the pre-requirement guidelines of the respective process as per the manual.
6.RESEARCH DESIGN & METHODOLOGY RESEARCH METHODOLOGY
According to Clifford Woody “Research comprises defining the problems, formulating hypothesis, collecting, organizing & evaluating data, making deductions and reaching conclusion & testing the conclusions to determine whether they fit the formulating hypothesis.”
Research methodology is a way of systematically solving the research problems. It may be understood as a science of how research is done. The purpose of research is to discover answers to the question through application of scientific procedures.
Research form the foundation of any project that is undertaken. Research thus is an original contribution to the existing stock of knowledge making for its advancement. It is the pursuit of truth with the help of study, observation, comparison and experiment.
OBJECTIVES:
1. To study the introduction and meaning of “Human Resource Management”. 2. To study Research Methodology process. 3. To study “Employee Engagement” in detailed. 4. To study the techniques and strategies of employee engagement. 5. To study the different approaches and benefits of employee engagement. 6. To know the employee engagement approaches of whirlpool india.ltd.
Research Design “Research design is the plan, structure and strategy of investigation conceived so as to obtain answer to research question and control variances’.”It acts as a base for the collection, measurement, and analysis of data.
Types of Research Design
a) Exploratory Research: An exploratory study often used as an introductory phase of a larger study and the results are used in developing specific technique for the larger study. It is conducted to explore the reasons behind a problem.
b) Descriptive Research: Descriptive study is fact-finding investigation with adequate interpretation. It is the simplest type of research & more specific than exploratory study as it has focus on particular aspects of dimensions of the problem studied.
Data collection sources: Both the primary and secondary sources of data have been used to conduct this study.
a) Primary Source The primary data is that which the investigator has collected it for the first time for his own use. This data is thus original in character. For the study purpose the required information was collected through various primary sources like interviews, observations, and informal discussions.
b) Secondary Sources Secondary data is that which has been used in an investigation but originally collected by someone else. Besides primary source, additional required information were collected from various secondary sources like reports, newspaper, booklets, internet and other published documents of the organization.
A) Primary Sources: a) Interview: This method is mostly used to get primary data. It is the method of data collection in which a formal conversation takes place between the interviewer and the respondent. Interviews were conducted for staff of the organization including managers.
b) Observation: A more direct way of gathering information is to observe events, activities and operation as they occur with regards to cause and effect. It has the advantage of putting research into firsthand contact with reality. Different activities have been observed by going on plant shop floor and stores. c). Informal discussion: Informal discussion was done with the concerned persons of different department to obtain information that may be relevant and valuable for the study.
B) Secondary Sources: a) Published Information of Organization: Published information of Organization like broachers, official documents, republished reports etc were reviewed to collect information about the organization, like its history and performance over the year and many others.
b) Website: The website of whirlpool of India Ltd. was also surfed for additional information like photos, history and achievements etc
. c) Organization’s Annual Report: The most of the information was collected through this source like accounting facts & figures, Company’s financial position etc.
SAMPLE SIZE DETERMINATION Sample size determination is the act of choosing the number of observations data is been collected from Whirlpool Corporation. SAMPLE SIZE: 100 INSTRUMENT: The research instrument used to carry out the project is Survey-Questionnaire. The questionnaire was made by me and it was approved by the concerned authority, project guide and HR-IR manager. Development of survey instrument involved several steps. The responses were evaluated on the basis of options given to the answers in questions and the observation while conducting survey and the interactions with the respondents. v Importance of manpower planning at whirlpool Though this project on Manpower Planning is descriptive, analytical, Qualitative & conceptual involves extensive use of data, it is very useful in Whirlpool organization, which is given below: 1. Most of the data being primary & secondary in nature. 2.Descriptive research- are survey methods of all kinds, including comparative and correlation methods. 3. Analytical research- The research has to use facts or information already available, and analyze. 4. Applied research- Aims at finding a solution for an immediate problem facing a society or an industrial/business organisation 5. Fundamental research - Concerned with generalisations and with the formulation of a theory. 6. Qualitative research- Important in the behavioural sciences where the aim is to discover the underlying motives of human behaviour. Through such research we can analyse the various factors which motivate people to behave in a particular manner. 7. Company willing to provide confidential data, which would have proved to be useful for study purpose for manpower planning & consistency.
8. Research has its special significance in solving various operational and planning problems of business and industry
7.ANALYSIS & DATA INTERPRETATION
1. Yearly Manpower Planning Report Monthly Manpower counting Per Day 2012- 2013 sr. no Contractor June July Aug Sept Oct Nov Dec Jan Feb March April May Average 1 Nikhil
44
52
45
46
40
44
45
46
66
50
66
47
50
2 Tirumala
41
43
34
45
41
38
42
29
39
32
35
31
38
3 BVG
80
49
35
51
52
57
66
72
95
83
101
80
68
4 Kranti
47
45
38
32
35
44
35
36
60
45
59
52
44
5 Ramling
42
41
33
32
42
39
50 100
71
50
51
41
49
6 Karan
37
33
28
44
61
57
85
82
76
68
72
61
59
7 Bharat
0
0
0
0
0
12
11
10
22
18
32
26
10
8 Yit
0
0
0
0
0
0
0
0
0
2
8
8
2
9 Prompt
0
0
0
0
0
0
0
0
0
0
13
19
3
10 Gaurav
0
0
0
0
0
0
0
0
0
0
5
14
2
8% 7% 8%
7%
7%
10%
7% 8%
6% 7%
10% 7% 7%
June July Aug Sept Oct Nov Dec Jan Feb March April May Average
2. Manpower Consistency Data
Table-1 26 May, 2013 to 25 June, 2013J Attendance
Working Days
Manpower Count
Percentage
100%
> 25 days
189
39.79%
90%
22-24 days
70
14.74%
80%
20-21 days
28
5.89%
70%
17-19 days
27
5.68%
60%
15-16 days
19
4.00%
50%
12-14 days
26
5.47%
0-50%
< 12 days
116
24.42%
Percentage
Table-2 26 June, 2013 to 25 July, 2013 Attendance
Working Days
Manpower Count
Percentage
100%
>15 days
62
18.51%
90%
13-14 days
74
22.09%
80%
11-12 days
54
16.12%
70%
9-10 days
48
14.33%
60%
8 days
22
6.57%
50%
7 days
15
4.48%
0-50%
<7 days
60
17.91%
Percentage
3.Total number of Manpower required in Production Trainee
Contract 2303
Operator 8162
Total 3628
14093
4.Departmentwise Distribution Manpower in a Company Department wise Distribution Of Manpower Department
Manpower
CHU
2100
FINAL ASSEMBLY
1980
CABINET
1150
PAINTING
350
EXTRUSION
425
MAINTAINANCE
980
QUALITY
660
ONYX
2500
STORE
1125
PDC
655
TOOL ROOM
550
LOGISTIC
250
PROCESS
225
TOTAL
12950
CHU FINAL ASSEMBLY
2% 4%2% 16% 5% 9% 15% 19% 9% 3% 5% 8% 3%
CABINET PAINTING EXTRUSION MAINTAINANCE QUALITY ONYX STORE PDC TOOL ROOM LOGISTIC PROCESS
5. Total Manpower in a Company Shows consistency in a Department wise distribution
DEPARTMENT
Trainee
Contract
BC
1,262
6,989
1,609
576
1,041
634
COMMON
11
454
372
INDIRECT
805
1,071
1,041
VENDOR
189
918
85
2,843
10,473
3,741
GNF ONYX
TOTAL
ANALYSIS AND INTERPRETATION OF DATA (Depending on Participants Feedback)
(66% Married, 33% Unmarried, 1% Other
QUESTIONNAIRE Que.1 Are you able to fulfill present project requirement with the present work force?
90% 80% 70% 60% 50% 40% 30% 20% 10%
Yes
No
Interpretation :- 85% agree that they are able to fulfill present project requirement with the present work force where as 15% agree they are not able do
it up to some extent.
Que.2 Which objectives of your company do you satisfy by doing manpower planning? 50% 45% 40% 35% 30% 25% 20% 15% 10%
Avalablity of Manpower at right time
Placing right person at right time
Increse productivity of organisation
Over all development of organisation
Interpretation:-23% people feel that manpower planning is important for Availability of manpower at right time 45% feel it is for Placing right person at right place 17% fill for increasing productivity of organization 15 % feel for over all development of organization.
Que.3 How do you forecast demand?
70% 60% 50% 40% 30% 20% 10% 0%
Manageerial estimate
skill inventories requirement
Replacment charts
Demographic changes
Interpretation :- 20% people say they do manpower forecasting on the basis of Managerial estimate 55% say on the basis of Skill inventory requirement 15% says on the basis of Replacement Charts, however 10% believe on Demographic changes.
Que.4 What is present percentage of KSA (Knowledge/Skills/Ability) available internally?
70% 60% 50% 40% 30% 20% 10% 0%
0.5
0.60000000000000064
0.8
1
Interpretation:-15%people says that present set of KSA (Knowledge/Skills/Ability) available internally is 50%,whereas 25% says it is 60%,however 65% thinks that the availability is 80%.
Q.5 What percentage of KSA (Knowledge/Skills/Ability) is required to achieve future goal?
70% 60% 50% 40% Responses
30% 20% 10% 0%
0.5
0.60000000000000064
0.8
1
Interpretation:- 5% of people says that 50% of KSA (Knowledge/Skills/Ability) is required to achieve future goal, however 39% says that 60% KSA is required , whereas 55% thinks that 80% KSA is required and only 1% believe that 100% KSA is required to achieve future goals.
Que 6. I think my job is allocated to me according to my potential?
50% 45% 40% 35% 30% 25%
Series 1
20% 15% 10% 5% 0%
Stongly agree
Agree
Neutral
Disagree
Strongly Disagree
Interpretation:- 15% of people strongly agree that job allocated to them is according to their potential, however 45% people are agree with it, whereas 5% of people are neutral, however 20% disagree and 15% are strongly disagree.
Que. 7 Did manpower planning help you during recession?
65%
60%
55%
50%
Responses
45%
40%
35%
Yes
No
Interpretation: - 61% people thinks that manpower planning help them during recession, however 39% disagree with it.
8.FINDINGS •
In WHIRLPOOL of India LTD, the employees seen to be satisfied about Manpower Planning system.
•
The employees are able to fulfill present project requirement with the present work force.
•
The employees are satisfied by availability of manpower at right time by doing manpower planning.
•
Man power planning places right person at right place.
•
The employees think that Manpower planning also increase the productivity of organization.
•
A healthy percent of knowledge/skill/ability is available in the organization due to Manpower Planning.
•
Man power also helps in job allocation of employees according to their potential.
LIMITATIONS •
During the project there was the time constraint that did not allow me to observe the actual Manpower Planning procedure being carried out.
•
The research is being carried out through mailed questionnaire; there is lack of face to
face interaction with the employees. •
I had lesser opportunity to interact with the senior officials of Human Resources Department.
•
Due to company’s confidentiality about HR policies, these haven’t been shared extensively, especially about the Man Power Planning.
10.Annexure Manpower Planning Research Survey Date: 20/05/2013 QUESTIONNAIRE
Name: (Optional/ Will be kept confidential) ________________________________________ Age-Group: 1) 18-25 2) 26-35 3) 36-45 4) 46 and above Trade: ___________________________________________ No of years in service: ________ No of family members: ________ No of dependents: ________________________________ Marital Status: □ Married □ Unmarried □ Other ****************************************************************** Q.1Are you able to fulfill present project requirement with the present work force? a) Yes ---------------
b) No --------------------
Q.2Which objectives of your company do you satisfy by doing manpower planning? a) Availability of man power at right time b) Placing right person at right place c) Increase productivity of organization d) Over all development of organization. Q.3How do you forecast demand?
a) Managerial estimate c) Replacement charts
b) Skills Inventories requirement d) Demographic changes.
Q.4What is present set of KSA (Knowledge/Skills/Ability) available internally? a) 50%
b) 60%
c) 80%
d) 100%
Q.5 What set of KSA (Knowledge/Skills/Ability) is required to achieve future goal? a) 50%
b)60%
c) 80%
d)100%
Q.6I think my job is allocated to me according to my potential?
a) Strongly Agree c) Neutral
b) Agree d) Disagree
Q.7 Did manpower planning help you during recession?
a) Yes
b) No
e) Strongly Disagree.
11.BIBLIOGRAPHY BOOKS •
Industrial Relation-2007, Arun Monappa.
•
Industrial Relation, Trade Union and Labour Legislation-2009, P.R.N Sinha.
•
Industrial Relation and Labour Laws-2009, S.C Srivastava.
•
Dynamics of Industrial Relation-2008, C.B Mamoria.
•
Industrial Relation-2006, C.S VenkataRaman.
RESEARCH PAPERS •
Ernest B. Akyeampong, Trends and seasonality in Absenteeism.
•
Mariajosé Romero and Young-Sun Lee, A National Portrait of Chronic Absenteeism in the Early Grades.
WEBSITES •
www.whirlpool.com
•
www.hr-guide.com
•
www.google.com
•
www.mytatamotors.com
•
http://www.articlesbase.com/human-resources-articles/absenteeism-among-workers1440722.html
•
http://en.wikipedia.org/wiki/Absenteeim
•
http://www.wisegeek.com/what-is-workplace-absenteeism.html
