A

PROJECT REPORT

ON

“A STUDY ON MANPOWER PLANNING REGARDING GANESH CONSTRUCTION”

AT

GANESH CONSTRUCTION, DAPODI.

Submitted toUNIVERSITY OF PUNE

In partial fulfillment ofMASTER IN BUSINESS ADMINISTRATION (MBA)

Submitted bySAVITRI S. PATIL

(BATCH 2013-2015)

Under the guidance ofPro.

Through

1

PREFACE

Master in Business Administration(H.R) of university of Pune is two year duration ,

consisting of four semesters .at the end of second semester ,as per the requirement of

second semester , as per the requirement of university of Pune , all the students are

required to undergo “ summer internship program or summer internship training .

The research techniques can be learnt and adopted for the summer internship projects.

this monograph contains the guidelines to facilitate the research students to work on the

project report in scientific manner .

As the summer internship program requires the understanding and use of research

methodology, the main focus of monograph is the research methods and techniques to

be used for project. the research student will be in the better position to work on the

research project successfully if the provided guidelines are used systematically.

2

DECLARATION

I, SAVITRI S. PATIL Roll No. 60 a student of Master in Business Administration

(MBA) of Partibha Institute of Business management, Chinchwad under University of

Pune in the session year (2013-15) of undersigned hereby declare that the Project

Report entitled “A STUDY ON MANPOWER PLANNING REGARDING GANESH

CONSTRUCTION AND ASSOCIATION ” written and submitted by me to the

Pratibha Institute of business management , in partial fulfillment of the requirements

for the awards of Master in Business Administration(MBA) under guidance of Pro.

this is my original work and the conclusions drawn there in are based on the material

collected by me .

Place:

Date: SAVITRI S. PATIL

3

ACKNOWLEDGMENT

I take this opportunity as privilege to articulate my deep sense of gratefulness to the

Director of our institute, Mr. Dr. PRASHANT GUNDAWAR for the help and

positive encouragement.

I wish to express my sincere esteemed thanks to our institution, which provided me this

most awaited opportunity of undergoing training in the corporate world.

Along with the institution I also want to express my gratitude to my faculty members

who help me with their immense knowledge and their experience.

I would like to thanks Prof. for her precious guidance during my entire project work.

Last but not least I want to express my immense hearty thanks to all the personalities

who have been instrumental in making this project on “A STUDY ON MANPOWER

PLANNING REGARDING GANESH CONSTRUCTION” possible and successful .

SAVITRI S. PATIL

4

INDEX

SR.NO CHAPTER PAGE NO

1 EXECUTIVE SUMMARY6

2COMPANYPROFILE 7-13

3THEROTICAL BACKGROUND

I ) INTRODUCTION OF RATIO ANALYSISII) ROLE AND IMPORTANCE

14-27

4 OBJECTIVE OF THE STUDY28-29

5 RESEARCH METHODOLOGY30-32

6 DATA ANALYSIS & INTERPRETATIONS33-44

7 FINDINGS45-46

8 SUGGESTION 47-48

9 CONCLUSION49-50

10 LIMITATION 51-52

11 BIBLOGRAPHY 53-54

ANNEXURE 55-58

5

EXECUTIVE SUMMARY

The project forms a very vital aspect during curriculum of master’s degree in business

administration. At the end of first year students are required to undergo summer training

program. This summer training is an integral part of MBA course. Its importance lies in the

fact that is the project that gives the students their first exposure to an organization. This

exposure although strange certainly gives an overview about the organization various

department working their different tasks performed skills and attributes required to perform

such task.

This basic objective of the project was to get acquainted with the organization of Ganesh

construction, Dapodi, Pune its management philosophy is to study the various aspects of

financial management. This particular project aims at the Man Power Planning which is

an important part of Human Resources Management of Ganesh construction, Dapodi,

Pune.

I have selected this topic with reference to above problems discussed and I thought that my

Research will be helpful for Ganesh construction, Dapodi,Pune. Some improvements can be

seen if the results will be considered by the company seriously.

6

COMPANY PROFILE

7

COMPANY PROFILE

S.B.PATIL is a Proprietary Concern established in 2000 and is engaged in the Business of

Real Estate Development. It has completed many projects in Dapodi Area. During the last 15

years the Unit has created its name in the field of real estate market and has completed 12

Prestigious Projects involving developed area of more than 890000 Sq. Ft.

The Unit continued the same activity of Real Estate Development in Dapodi area as mentioned

above and has become a renowned name in the Building Line. Today the Customers to large

extent are coming to S.B. Patil by adhering to the quality and time schedule has maintained

it’s reputation of quality construction and timely delivery.

Background

Mr. SATISH B. PATIL is in the line of Builders and Developers for more than 15 years and

has successfully completed many residential & / or Commercial Complexes with Dapodi and

surrounding area. Pimpri Chinchwad is very fast developing area in Pune City and Dapodi is

a suburb which is located on the border of PCMC Area which joins PMC area. Dapodi area is

very ideal as it is centrally located from where PUNE RLY. Station is about 10 K.M. and the

Industrial Belt of Pimpri Chinchwad area (MIDC) is also 10 K.M. Dapodi area is also

developing very fast.

Mr. Satish B. Patil is developing various properties within this area and has developed and

completed following projects:

Market Potential

The real estate market in & around Pune is flourishing market and demand for housing and

commercial is growing day by day. As explained above Dapodi is a central place and a fast

developing area within Pimpri Chinchwad and is well connected with all civic amenities. The

Proprietor has finished more than 890000 Sq. Ft. development and is sold successfully.

8

Location advantage

The Proprietor has already acquired Land at Dapodi behind Dapodi Railway Station and has

completed two schemes of B & C Wing of Siddhi Towers consisting of 76 & 52 Flats. The A

Wing of Siddhi Towers is now proposed to be developed. The location of the proposed

development is just behind Dapodi Railway Station which is very near from old Mumbai Pune

Road at Dapodi, PUNE. As said the railway station, bus stop are at stone throw distance and

all civic amenities including a petrol pump is within 100 Mtrs. Distance. The SIDDHI

TOWERS B & C Wing is received with good response and in the same way the A Wing in

the same area of SIDDHI TOWERS is expected to receive a good response. PUNE has

comparatively good quality and quantity supply of water, electricity.

With this background unit is confident of achieving specified targets easily.

FINANCIAL FEASIBILITY

Assumption:-

1. Yearly working days 365 days

2. Interest rate on Term Loan 13.00 %

3. Interest on Bank Cash credit 13.00 %

4. Interest on Unsecured Loans 10.00 %

5. Depreciation is calculated on WDV Method

6. Repayment Holiday for Term Loan Nil

7. Debtors are expected to be realized after 2 weeks.

8. Creditors for purchases are required to be paid within 2 weeks.

9. Project report is based on current market prices and inflationary trends in both

income and expenditure are not considered.

10. Provision for taxation is considered as it prevailed in A.Y. 2011-2012.

9

The projected Balance sheets, Profit and Loss Accounts, Fund-Flow and Cash Flow

statements, attached herewith will reveal that the unit will not face any problem as to

repayment of loan.

The Project is of Real Estate Development in which the firm receives Advances against the

Booking of the Flat which is normally based on the stage of completion. The Sale Deed is

executed only when the Building is completed, possession is given and the sale deed of the

property of land along with the constructed building thereon is done.

Here in financial working, it is assumed that the receipts from the flat holders are taken as

Income and the unsold portion of the building as well as the portion on which the money is

still receivable, is shown as WIP.

The sales of Residential premises are assumed at Rs. 37500.00 per Sq. Mtrs (prevailing Rate

Rs. 40000.00 Sq. Mtrs.) and the Commercial Premises are assumed at Rs. 52500.00 per Sq.

Mtrs (Prevailing Rate Rs. 55000.00 Sq. Mtr)

The assumptions and calculations are enclosed separately in a financial Statements which

includes Projected Balance Sheets, Profit & Loss Accounts, break even calculations, CMA

Data, Fund Flow and Cash Flow Statements.

The breakeven point of the unit lies between Rs. 150.00 lacs to Rs. 175.00 lacs. The unit

expects to cross the turnover required for breakeven in the first year itself. The unit is

confident that it will generate profits from 1st year. The Net profit ratio shows a constant rise,

thus the Gross Profit ratio also. The reserves and surplus / balance of profit & loss account of

the unit shows a constant increasing trend there by strengthening the financial position of the

company.

All the expenses such as construction Expenses, Labour, Interest & financial Overheads,

Administrative overheads are taken at maximum possible level.

The projected statement shows that the unit being an UPCOMING REAL ESTATE

DEVELOPMENT INDUSTRY, will progress steadily and show constant growth. It will repay

10

the loan in time and punctually and regularly and will note make any default under normal

circumstances.

It will take care of Interest as well as principle amount due of loan from the end of 1st year, i.e.

after the 6 months holiday period assumed for loan repayment.

Even after repayment of Interest and loan principal due every year there remains surplus funds

which represent the funds which may be available to the unit for expansion in future. Now in

project report such funds have been includes in cash and bank balances. These funds available

may be reflected in current assets in future by increases in stock of debtors or may even be

utilized for expansion by purchase of new fixed assets and so on. Now it is only decided that

such funds may be utilized for the purpose of business growth. The criterion of such

investment is yet not decided. The decision of the investment of those surplus funds will only

be taken at the time when such investments is to be made or a short time in advance.

The drawings the promoter may draw in future are taken into consideration while preparation

of project report. But even though, the Drawings are drawn by the promoter, and paid the

financial position of the unit will not be affected.

Thus the unit of Real Estate Development Industry, the promoter intend to develop the site at

Dapodi, PUNE, in the name and styled as M/S S. B. Patil, is technically and financially

feasible but such viability and the success of the unit is totally dependent on timely help of the

financial Institution and the bankers.

11

ORGANISATION CHART

12

Ganesh constructions

&

Association

Marketing

Manager

HR

Manager

Production

Manager

O.A

Manager

Purchase

Manager

Store

Manager

Supervisors

Operators

HR CHART

13

HR

Manager Vice President Executive Supervisor

THEROTICAL

BACKGROUNDTHEROTICAL BACKGROUND

14

INTRODUCTION:-

“Manpower Planning” is an important development in Human Resource Management.

It is essentially the process of getting the right number of qualified people into the right job

at the right time. It is system of matching of supply of people with opening the organization

expect over a given time of frame.

Smaller companies put personal planning in the human resource department. Some of the

largest corporations have established separate department for this function.

DEFINITIONS OF MANPOWER PLANNING:-

1) Manpower planning is, “the process by which a firm ensures that it has the right

number of people & right kind process, at the right place, at the right time, doing

things which are economically most useful.”

- Edwin B. Geisler.

2) Manpower planning as, “the process of determining manpower requirement & the

mean of meeting those requirements and meeting those requirements in order to carry

out the integrated plan of organization.

Bruce P. Coleman.

3) Human resource planning is a process of determining and assuming that the

organization will have an adequate of qualified persons, available at the proper time,

performing the job which meet the needs of enterprise & which provide satisfaction for

individual provide.

15

PURPOSE OF HUMAN RESOURCE PLANNING:

1) To determine the future Human resource need in the organization.

2) Proper planning is required to cope with changes in market condition, government

regulation in an effective way.

3) In order to meet with expansion program.

4) To make an effective utilization with human resource.

5) Manpower planning is essential for economic development.

6) Manpower planning is helpful to fill the gap in existing manpower.

ACTIVITES OF HUMAN RESOURCE PLANNING:

Forecasting future manpower requirements in organization.

Making an inventory of present manpower resources & assessing the extent to

which these resources are employed optimally.

Anticipating manpower problem by projecting human resources into the future &

comparing them with forecasting of requirements to determine their adequacy.

Planning the necessary program of requirement, selection, training, development,

utilization.

Manpower planning may be defined as strategy for the procurement, development, allocation

and utilization of an enterprise's human resources. One of the functions of personnel

management is the procurement of employees in sufficient number. The success of the 16

organization depends upon the right type of persons placed on the job. It is the responsibility

of personnel management to see whether qualified personnel have been placed on the job in

sufficient number. This requires planning.

Manpower planning is the planning for manpower resources. Manpower planning ensures

adequate supplies, proper quantity and quality, as well as effective utilization of human

resources. Thomas H.Patten defines manpower planning as "the process by which an

organization ensures that it has the right number of people and the right kind of people at the

right place at the right time, doing things for which they are economically most useful" In the

words of Filppo, "An executive manpower planning programmer can be defined as an

appraisal of an organization’s ability to perpetuate itself with respect to its management as a

determination of measures necessary to provide the essential executive talent."

Manpower Planning which is also called as Human Resource Planning consists of putting

right number of people, right kind of people at the right place, right time, doing the right

things for which they are suited for the achievement of goals of the organization. Human

Resource Planning has got an important place in the arena of industrialization. Human

Resource Planning has to be a systems approach and is carried out in a set procedure. The

procedure is as follows:

1. Analyzing the current manpower inventory

2. Making future manpower forecasts

3. Developing employment programmers

4. Design training programmers’.

To ensure optimum use of human resources currently employed.

To assess or forecast future skill requirements if the organization’s overall objectives

are to be achieved.

17

To provide control measures to ensure that necessary resources are available as and

when required.

To Determine recruitment level.

To anticipate redundancies and avoid unnecessary dismissals.

To determine optimum training levels

To provide a basis for management development programmers. To assess future

accommodation requirements.

Factors effecting in human resource planning:

1. The type of organization determines the production, type of staff, (supervisors and managers), and the strategy plan of the organization defines its HR needs.

2. Organizational growth cycle and planning- start up, growth, maturity, decline.

3. Environmental uncertainty-political, social and economical changes affect all organization.

4. Outsourcing- the process by which employees transfer routine or peripheral work to the another organizations.

5. Nature of job- job vacancies, promotions, and expansions strategies.

6. Type and quality of forecasting information-organizational structure, budgets, production.

7. Time horizons- long term plans and short term plans, the greater the uncertainty the shorter the plan. Example computer and university.

stra

18Type & strategy of organization

Organizational growth cycle & planning

Environmental Uncertainties

Steps involved in Manpower Planning:

19

HRP

Time horizons

Outsourcing

Type & Quality of forecasting information Nature job

1. Analyzing the current manpower inventory:

Before a manager makes forecasts of future manpower, the current manpower status

has to be analyzed. For this the following things have to be noted.

Type of organization.

Number of departments.

Number and quantity of such department.

Employees in these work units.

Once these factors are registered by a manager, he goes for the future

forecasting.

2. Making future manpower forecasts:

Once the factors affecting the future manpower forecasts are known, planning can be

done for the future manpower requirements in several work units. The manpower

forecasting techniques commonly employed by the organization are as follows:-

Expert Forecast:-This includes informal decisions, formal expert surveys

and Delphi technique.

Trend Analysis:-Manpower needs can be projected through

extrapolation (projecting past trends), indexation (using base year as

basis), and statistical analysis (central tendency measure).

Work Load Analysis:-It is dependent upon the nature of work load in a

department, in a branch or in a division.

Work Force Analysis:-Whenever production and time period has to be

analyzed, due allowances have to be made for getting.

Other Method:-Several Mathematical models, with the aid of computers

are used to forecast manpower needs, like budget and planning analysis,

regression, new venture analysis.

3. Developing employment programmers:-

20

Once the current inventory is compared with future forecasts, the employment

programmers can be framed and developed accordingly, which will include

recruitment, selection procedures placement plans.

4. Design training programmers:-

These will be based upon extent of diversification, expansion plans, development

programmers etc. Training programmers depends upon the extent of improvement in

technology and advancement to take place. It is also done to improve upon the skills,

capabilities, knowledge of the workers.

Importance of Manpower Planning:

Key to managerial functions:-The four managerial function i.e planning,

organization, direct and controlling are based upon the manpower. HR helps in the

implementation of all these managerial activities. Therefore, staffing becomes a

key to all managerial functions.

Efficient utilization:-Efficient management of personnel becomes an important

function in the industrialization world of today. Setting of large scale enterprises

requires management of large scale manpower. It can be effectively done through

staffing function.

Motivation:-Staffing function not only includes patting right men on right job, but

it also comprises of motivational programs, i.e incentive plans to be framed for

future participation and employment of employees in a concern, Therefore, all

types of incentive plans becomes an integral part of staffing fun.

21

Better human relations:-A concern can stabilize itself if human relations develop

and are strong. A human relation becomes strong through effective control, clear

communication, effective supervision and leadership in a concern. Staffing

function also looks after training and development of the work force which leads to

co-operation and better HR.

Higher productivity:-Productivity level increase when resources are utilized in best

possible manner, higher productivity is a result of minimum wastage of time,

money, efforts and energies. This is possible through the staffing and its related

activities (performance appraisal, training and development, remuneration.)

Following are the main obstacles that organizations face in the process of manpower planning:

1. Under Utilization of Manpower: The biggest obstacle in case of manpower planning

is the fact that the industries in general are not making optimum use of their manpower

and once manpower planning begins, it encounters heavy odds in stepping up the

utilization.

2. Degree of Absenteeism: Absenteeism is quite high and has been increasing since last

few years.

3. Lack of Education and Skilled Labour: The extent of illiteracy and the slow pace of

development of the skilled categories account for low productivity in employees. Low

productivity has implications for manpower planning.

4. Manpower Control and Review:

5. Any increase in manpower is considered at the top level of management

a. On the basis of manpower plans, personnel budgets are prepared. These act as

control mechanisms to keep the manpower under certain broadly defined limits.

b. The productivity of any organization is usually calculated using the formula:

Productivity = Output / Input

22

But a rough index of employee productivity is calculated as follows:

Employee Productivity = Total Production / Total no. of employees

c. Exit Interviews, the rate of turnover and rate of absenteeism are source of vital

information on the satisfaction level of manpower. For conservation of Human

Resources and better utilization of men studying these conditions, manpower

control would have to take into account the data to make meaningful analysis.

d. Extent of Overtime: The amount of overtime paid may be due to real shortage

of men, ineffective management or improper utilization of manpower.

Manpower control would require a careful study of overtime statistics.

Few Organizations do not have sufficient records and information on manpower. Several of

those who have them do not have a proper retrieval system. There are complications in

resolving the issues in design, definition and creation of computerized personnel information

system for effective manpower planning and utilization. Even the existing technologies in this

respect are not optimally used. This is a strategic disadvantage.

Needs of Manpower Planning:

(1) Increase in the size of Business—Manpower planning is very helpful when

there is expansion of the plant. At the time of taking the decision for expansion

of the plant, a large number of workers are required to be recruited. For this

purpose a stock of the existing manpower should be taken and future need of

the personnel should be assessed. It is very essential to know whether personnel

are to be recruited from outside or from inside and how the training facilities

are to be arranged for all this manpower planning is essential.

23

(2) Effective recruitment selection policy—Manpower planning helps in formulating

effective recruitment and selection policy. Manpower planning is concerned with the

right type of people from all sources to meet planned requirements. Manpower

planning anticipates manpower needs to develop the existing manpower to fill the

future gaps. Thus only right man on the right job at the right time may be recruited and

selected.

(3) Effective employee development program—Manpower planning reveals the

training needs of the working manpower with the result that training and development

program become more effective. No effective employed, development program can be

worked out unless it is linked with the manpower requirements of the organization. 

(4) Reduction in labour cost—Manpower planning ensures recruitment and

maintenance of better developed manpower resource which results in reduced

manpower costs. Forecasting of long term manpower needs to help the management to

forecast the compensation costs involved.

(5) Efficient work force—Manpower planning ensures on the one hand, development

of personnel at work and on the other hand, high morale of the personnel. Manpower

planning motivates the existing employees and creates favorable psychological climate

for motivation. Management succession gets the best contribution from the workers.

(6) Avoiding disruption in production—Manpower planning may help the organization

in procuring the skilled and qualified workers because future needs of personnel may

be estimated and they are selected and trained on the basis of a well developed

selection and training policy thus ensuring uninterrupted production.

24

(7) Good Industrial Relations—Manpower planning helps the management in

developing the good industrial relations. With the help of manpower planning

management may plan to absorb the redundant workers to some new jobs after training

in case redundancies of workers are caused by automation or any other reason.

(8) National policy on employment—National policy on employment does not allow

any employer to oust the worker once employed by the organization. It is very

essential to recruit the workers carefully according to the needs of the enterprise. Only

manpower planning can help the organization in this regard.

 

Process of manpower planning:

 

Analyzing the corporate and unit level strategies.

Demand Forecasting: Forecasting the overall human resources requirements in

accordance with the organizational plans.

Supply Forecasting: Obtaining the data and information about the present inventory

of manpower and forecast the future changes in the human resources inventory.

Estimating the net manpower requirement.

In case of future surplus than plan for redeployment.

In case of future deficit, forecast the future supply of manpower from all sources

with reference to plans of other companies.

Plan for recruitment, development and internal mobility if future supply is more

than or equal to net manpower requirements.

Plan to modify and adjust the organizational plan if future supply will be inadequate

with reference to future net requirements.

Degree of uncertainty and length of planning period.

25

Demand Forecasting:

The existing job design and analysis may thoroughly be reviewed keeping in view the future

capabilities, knowledge and skills of present employees. Further the jobs should be redesigned

and reanalyzed keeping in view the organizational and unit wise plans and program, future

work quantum, future activity or task analysis, future skills, values, knowledge and

capabilities of present employees and prospective employees. The jobs generally should be

designed and analyzed reflecting the future human resources and based on future

organizational plans. Job analysis and forecast about the future components of human

resources facilitate demand forecasting. One of the important aspects of demand forecasting of

the quantity of human resources (skill, knowledge values, capabilities etc) in addition to

quantity of human resources. Important forecasting methods are:

1. Managerial Judgment: Under this method, managers decide the number of employees required

for future operations based on their past experience.

2.  Statistical Techniques Include: ratio   trend analysis and econometric models. Under ratio

trend analysis, ratios are calculated for the past data and these ratios are used for the

estimation of the future manpower requirements.   

Supply Forecasting:

The first step of forecasting the future supply of human resources is to obtain the data and

information about the present human resources inventory.

Existing Inventory:

The data relating to present human resources inventory in terms of humans components,

number, designation-wise and department wise would be obtained. Principal dimensions of

manpower planning are:

26

1. Head counts regarding total, department wise, sex-wise, designation-wise, skill-wise, pay roll

wise etc.

2. Job Family Inventory: It includes number and category of employees of each job family i.e. all

jobs related to the same category like clerks, cashiers, sub job family i.e. all jobs having

common job characteristics (skill, qualification, similar operations) like production engineer

(mechanical) and maintenance engineer (mechanical) and broad families like general

administration, production etc.

3. Age Inventory: It includes age-wise number and category of employees. It indicates age wise

imbalances in present inventory, which can be correlated in future selections and promotions.

Estimating the Net Man Power Requirements: Net manpower requirements in terns of

number and components are to be determined in relation to the overall manpower

requirements for a future date and supply forecast for that date. The difference between overall

manpower and future supply of manpower is to be found out. The difference is the net

manpower requirement.

 

3Action Plan for Redeployment, Redundancy/Retrenchment: If future surplus is

estimated, the organization has to plan for redeployment, redundancy etc. If surplus is

estimated in some jobs/departments, employees can be redeployed in other jobs/departments

where the deficit of employees is estimated. The organization should also plan for training or

re-orientation before redeployment of employees. Redeployment takes place in the form of

transfers. If the deficit is not estimated in any job/department and surplus is estimated for the

entire organization, the organization, in consultation with the trade unions has to plan for

redundancy or retrenchment.

 

27

Recruitment and Selection Plan: Recruitment and selection plan covers the number and type

of employees required, when they are required for the job, time necessary for recruitment and

selection process, recruitment sources, recruitment techniques to be used, selection procedure

to be adopted and selection techniques to be used to subsequently recruiting the required

candidates. It also covers the time factor for induction, preliminary training and placement.

28

OBJECTIVE OF THE

STUDY

29

OBJECTIVE OF THE STUDY:

To study the overall work culture of the organization.

To study and understand various methods in which the process of manpower planning

takes place in the organization.

To ensure the proper use of existing human resource in the organization.

To forecast the future requirements of human resource with different level of skills.

To understand the various manpower forecasting techniques.

To study the purpose and importance of manpower planning.

30

RESEARCH

METHODOLOGY

31

RESEARCH METHODOLOGY

INTRODUCTION:

Research is an original contribution made to the existing stock of knowledge on the subjects

making for its advancements. It is the pursuit of the truth with help of study, observation,

comparison & experiment. It is search for the knowledge through objectives & systematic

methodology.

Research in common parlance refers to a search for knowledge. Research may be defined as

“manipulation of things, concepts or symbols for the purpose of generalizing to extent, correct,

whether that knowledge aids in construction of theory or in the practice of an art.”

DEFINITION:

“Research Methodology is defined as the manipulation of things, concepts or symbols for

the purpose of generalizing to extent or verifies knowledge, where that knowledge aids in

the construction of theory or in practice of and art.”

RESEARCH OBJECTIVES:

The main objectives of research in management are:-

1) To verify and to test the existing facts and theories.

2) To gain familiarity with a phenomenon or to achieve new insights into it.

3) To establish generalization in various fields of knowledge.

To bring to limelight information that could have never been brought to the knowledge under

normal course. Primary and secondary data are the sources through which data collection is

done while conducting a research study.

32

COLLECTION OF PRIMARY DATA:

Primary data was collected with the following methods:-

Interview method

Through questionnaires

Content analysis

Depth interview

COLLECTION OF SECONDARY DATA:

Secondary data means data that are already available. This means to refer to the data which

have already been collected and analysis by someone else.

SECONDARY DATA:-

Company manual

Library books

Sample size The sample size was: 106 respondents.

I have targeted 60 respondents. Age group of 21year to above for purpose of the research. The

target population influences the sample size. The target respondents represents the Chinchwad

Pune, Maharashtra regions.

(1)

33

DATA COLLECTION

34

DATA COLLECTION

The interaction with employees was done & questionnaire was prepared containing a sample

size of hundred was taken into consideration & thus proper analysis was done. Thus

manpower planning a very important role if it is implemented properly in the organization.

Organization setup of the company

Shift Timing

General 9.30am to 7.00pm

100%

shift

generaltiming

There are only 1 shift (general). Every department is linked with each other and proper

interaction is there between all the employees.

35

DATA ANALYSIS AND

INTERPRETATION

36

DATA ANALAYSIS AND INTERPRETATION

The data analysis for manpower planning in Ganesh construction was done after all the

research work was complete, and after all the data was collected the relevant analysis

was also done.

1. How many shifts are there at Ganesh construction?

100%

Shifts

1 shift

Interpretation:

Hence 106 people agreed that there are engaged with the 1st shift and there was no other

shift.

A questionnaire was prepared and a sample size of 106 employees was taken into

consideration. After collecting the relevant answers from these employees analysis was

done.

37

Timings 1st Shift

Candidate 106

2. How many present employees working in different levels and how many future

predictions of employees are needed?

At present In future

Level No. of

employees

Percentage Level No of

employees

Percentage

Manager 8 7.54 Manager 2 4.87

Executive 20 18.88 Executive 5 12.19

Supervisor 78 73.58 Supervisor 34 82.94

Total 106 100 Total 41 100

5%12%

83%

future need of employees in the orgnisa-tion

managerexecutivesupervisor

Interpretation:

Hence at present total 106 employees are working but in future there will be 41

employees for carrying out work more smoothly. There is need for manpower planning.

3. Did manpower planning help you during recession?

38

8%19%

74%

present need of employees in the orgnisation

managerexecutivesupervisor

a) Yes b) No

YES87%

NO13%

Sales

Interpretation:

There are 106 samples and 87% respondence believe that manpower planning help in

during recession and 13% respondence didn’t believe that manpower no help in

recession.

39

4. How do you forecast demand?

a) Trend analysis

b) Managerial estimate

c) Delphi method

TREND ANALYSIS

40%

MAN-AGERIAL

ESTIMATE34%

DELPHI METHOD

26%

How do you forecast demand?

INTERPRETATION:

Hence at present total 106 are samples for the forcast the demand, there will be 40%

trend analysisand 34% for the managerial estimate and only 26% delphi method used by

HR maneger for demand forcasting.

5. How do you forecast supply?

40

a) Staffing tables

b) Skills Inventories

c) Management Inventories

d) Replacement charts

e) Demographic changes

f) Unemployment rate

g) Government policies

STAFF

ING TA

BLES

SKILL

INVEN

TORIES

MANAGEMEN

T INVEN

TORIES

REPLA

CEMEN

T CHARTS

DEMOGRAPHIC CHANGES

UNEMPLO

YMENT R

ATE

1921

9

2218

9

HOW DO YOU FORECAST SUPPLY? HOW DO YOU FORECAST SUPPLY?

INTERPRETATION:

Hence at present total 106 are samples for the forcast the supply, there will be 22

samples forcasted by replacement chartand and 21 are skill inventories,19 are staffing

tables,18 sample are selected by demographic changes and management inventories and

unemployment rate are same by 9 samples used by HR maneger.

41

6. After identifying gap, what do you do in case of :

A) Surplus: B) Shortage:

(1) Terminations (1) Full-time recruitment

(2) Demotions (2) Part-time recruitment

(3) Layoffs (3) Recalls

(4)

(5) Retirements

36%

40%

13%

11%

SURPLUS

TERMI-NATIONSDEMOTIONSLAYOFFSRETIREMENTS

34%

40%

26%

SHORTAGE

FULL-TIME RECRUIT-MENTPART--TIME RECRUITMENTRECALLS

INTERPRETATION:

Hence at present total 106 are samples and indetifying the gap HR manager in surplus

portation,they use 40% demotions, 36% terminations, 13% layoffs and only 11%

retirements

And in shortage portation HR manager use 40% part-time recruitments, 34 % full –

time recruitment and only 26% recalls.

42

7. How many employees are working in Company and how many are getting

retired?

AT PRESENT TO BE RETIRED

Manager 1 Manager 1

Executive 1 Executive 0

Supervisor 1 Supervisor 0

Worker 22 Worker 3

88%

12%

Present & Retired workers present retired

Interpretation:

Hence total strength of 88% workers and out of which 12% employees will be retired by

31st march 2015. The supervisor has to report the manager. One of the managers will be

retired within a year and finally the manager will be report to the senior manager.

43

8. Is traveling allowance provided to the employees?

People Candidates.

Yes 36

No 70

34%

66%

Traveling FacilityYes No

Interpretation:

Hence 34% employees have traveling facility and 66% employees don’t have.

44

9. What are the facilities provided to the employees?

Facility Candidates

Traveling 36

Insurance 60

Lunch(Food) 10

34%

57%

9%

FacilitiesTraveling Insurance Lunch(Food)

Interpretation:

Hence 34% candidates have traveling facility and 57% candidates have Insurance

facility and 9% have Lunch(Food) the facility.

45

FINDINGS

46

FINDINGS

1) Manpower planning is a tedious process and should be done with proper

planning. We found that for the next year there should be an income in number

of employees. At present there are 106 employees on role and in future 41.

2) Study of each department minutely helped to find out appropriate manpower

planning and retirement planning of employees in the organization.

3) There is need of conducting training and development programmers in the

organization.

4) There is also a scope to implement other procedures of manpower planning like-

planning for the status quo.

47

48

SUGGESTIONS

1) Even though manpower is increased in future there is need to manage the

manpower. So that there should not be excess manpower.

2) Training should be given to all employees working in the organization. So as to

increase efficiently of employee.

3) Training programs should be regularly.

4) Department wise manpower schedule should be maintained in order to avoid

5) Career planning and succession planning should be done at right time.

49

CONCLUSION

50

CONCLUSION

In GANESH CONSTRUCTIONS it was found that there is huge scope of

improvement in planning number of employees require for efficient operation.

Succession planning is to be done for executive level grade. After analyzing the

view of employees working in organization it was found that many of needed

training in computer and technical skill.

As per analysis done it was found that more employees are requiring for the year

in order to increase the production. There is less number of labour turnovers in

the organization.

51

LIMITATIONS

52

LIMITATIONS

The study of conducted very systematically but still leads to create limitations given below:-

The time limit factor was the major constraint as the project was to be

completed within 2 months.

Since the partner of Ganesh constructions are very busy and are always

occupied with lot of work it was difficult for them to spare time for my project.

The employees who were to be given questionnaire were not easily available.

Since the organization has strict control, it acts as another barrier for getting

data.

53

BIBILOGRAPHY

54

BIBILOGRAPHY

BOOKS:

1. Personnel management: C.B. Memoria and S.V. Gankar,

Himalaya publishing House.

2. Human Resource Management: P.Subba Rao,

Konark Publishers Pvt Ltd.

Websites:

1. www.ganeshconstruction.com

2. www.manpowerplanning.com

55

ANNEXURE

56

QUESTIONNAIRE

Dear sir / Madam,

I am conducting this survey as a part of SIP work in MBA program from Pune University of

this survey is “TO STUDY ON MANPOWER PLANING GANESH

CONSTRUCTIONS”. So I will be grateful if you spend of your precious time in felling up

this.

SAVITRI PATIL

Name of customer: - _______________________________________________

Questionnaire (Sample size of 106 employees)

1. How many shifts are there in Ganesh construction ?

First shift. Second shift.

2. How many present employees working in different levels and how many future predictions of employees are needed?

Level No. of employees

Percentage Level No of employees

Percentage

Manager ManagerExecutive Executive

Supervisor SupervisorTotal Total

3. Did manpower planning help you during recession

57

YES NO

4. How do you forecast demand?a) Trend analysisb) Managerial estimatec) Delphi method

5. How do you forecast supply?a) Staffing tablesb) Skills Inventoriesc) Management Inventoriesd) Replacement chartse) Demographic changesf) Unemployment rate

6. After identifying gap, what do you do in case of :A) Surplus: B) Shortage:

7. How many employees are working in Company and how many are getting retired?

AT PRESENT TO BE RETIRED

Manager Manager

58

Terminations Full-time recruitmentDemotions Part-time recruitmentLayoffs RecallsRetirements

Executive ExecutiveSupervisor Supervisor

Worker Worker

8. Is traveling allowance provided to the employees?

People Candidates.YesNo

9. What are the facilities provided to the employees?

Facility CandidatesTravelingInsurance

Lunch(Food)

59