COMPONENTS OF MAN POWER PLANNING:

At the outset viz. at the start of the financial year a detail of man power planning is being made. This constitutes forecasting separation for the year, the first of every month there is a calculation of the total man power.

Basing on that recruitment requirement is prepared. This constitutes recruitment against retirement and against expansion. And thus man power at the end of the year is predicted.

That means the personnel department has to prepare a report of the total employees working in the organization.

The man power calculation is done on monthly, quarterly, half yearly and annual basis i.e. How many of them are executives and how many are non-executives.

The simple formula for calculation manpower for man power planning is Manpower planning=Opening Manpower – Separation + Recruitment =Closing manpower

The above formula elucidates that if we add the total recruited person with the opening number of employees and less the separated employees; we will get the closing man power i.e. the total number of employees present in the organisation.

It should be noted that the de facto norm of the company is closing amount should always be less than the opening manpower for annum.

Labour productivity can be measured for a firm, a process or a country.

Separation:

Separation is a process whereby the employees are separated from the organisation. It involves 3 modes.

1. Retirement 2. VRS

3. Others (Death, medical unfit, dismissal/resignation etc.) 1. RETIREMENT:-

(i) In retirement scheme, separation is done taking into consideration the age factor. That means any person attending the age of 52 will automatically be separated from the organisation .It is a continual process. This is also known as natural separation.

(ii) A person born on any date except 01^st will retire at the end of month.

(iii) A person born on 01^st of a month will retire at end of previous month.

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2. VRS (VOLUNTARY RETIREMENT

In case of VRS mode of separation, this is done as and when required. Reason for VR scheme is

1-Reduce excessive manpower- In other words, when the organisation feels the necessity of separating excessive employees from the organisation VRS is implemented.

2-More important reason is by implementing VR scheme the age-mix of the company is maintained. The average age of the company gets reduced appreciably by introduction of VRS.

The benefits will be in line with what is described below. However it changes from time to time as per requirement at that instance

BENEFITS:

The following monetary benefits would be available to employees seeking retirement under these rules.

a) Lump sum Compensation: An employee whose request for Voluntary Retirement has been accepted would be entitled to a Lump sum compensation equivalent to 25 days basic pay plus fixed dearness allowance plus dearness allowance and DP, if applicable, for each completed year of service or the basic pay plus fixed dearness allowance plus DP, if applicable, at the time of voluntary retirement multiplied by the balance months of service left before normal date of retirement whichever is less. (Ref. OO No.11 dated 10.12.2003. further modified vide OO No.21 dated 7.12.2004.)

b) Gratuity: Gratuity will be paid only for the served period as per rules.

c) Encashment of leave: In addition to the encashment of Earned Leave under the existing rules, such employee will be entitled for encashment of Medical Leave also on half pay as is due to them on the date of Voluntary Retirement. However, in case of those employees who seek voluntary retirement on attaining the age of 55 years and above, the admissibility of benefit shall be as

under:-(i) 75% of the Medical Leave, due, can be encased if the voluntary retirement is sought, on attaining the age of 55 years;

(ii) 50% of the Medical Leave due can be encased if the voluntary retirement is sought on attaining the age of 56 years;

(iii) 25% of the Medical Leave due can be encased if the voluntary retirement is sought on attaining the age of 57 years.

D) Provident Fund: Full employer's contribution to Provident Fund.

E) Retirement TA: Full retirement TA as applicable to the employee on superannuation.

3. OTHER MODE OF SEPARATION

includes:-• Death

• Removal/Dismissal

• Medical unfit

• Resignation

• Removal/Dismissal : -The only difference between the two is that in the case of dismissal the employee is disqualified from future employment while in the case of removal he is not debarred from getting future employment. Therefore, dismissal has more serious consequence in comparison to removal.

Removal

An employee can be removed from the roll of the company . -Habitual absence on duty

A person once dismissed cannot be employees anywhere else.

• Resignation:-

> A resignation is the formal act of giving up or quitting one's office or position. A resignation can occur when a person holding a position gained by election or appointment steps down, but leaving a position upon the expiration of a term is not considered resignation. When an

employee chooses to leave a position it is considered a resignation, as opposed to termination, which occurs when the employee involuntarily loses a job. Whether an employee resigned or was terminated is sometimes a topic of dispute, because in many situations a terminated employee is eligible for severance pay and/or unemployment benefits, whereas one who

voluntarily resigns may not be eligible. Abdication is the equivalent of resignation of a reigning monarch or pope, or other holder of a non-political, hereditary or similar position.

> A resignation is a personal decision to exit a position.

> No. of persons resigning in a year is known as attrition rate.

The attrition rate in RSP is much less in comparison to others.

Recruitment:

Recruitment is an important part of an organization’s human resource planning and their competitive strength. Competent human resources at the right positions in the organization are a vital resource and can be a core competency or a strategic advantage for it.

The objective of the recruitment process is to obtain the number and quality of employees that can be selected in order to help the organization to achieve its goals and

objectives. With the same objective, recruitment helps to create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool.

There are various modes in the recruitment process. They are:

• Open recruitment

• Other than open

• Campus

• Compassionate

• LDP (Local Displaced People)

• Reappointment

• OPEN RECRUITMENT:

The open recruitment includes the written and the interview process, wherein the candidates after clearing the written round, if get qualified, and then is selected for the interview round. The written round is considered as the rejection round and the interview round is

considered as the selection round.

Approx. in 1:5 ratio candidates are called for interview round.

• OTHER THAN OPEN: These types of recruitment involve only the interview round.

• CAMPUS : The campus recruitment for which the company’s visit the colleges includes two rounds i.e.; the written as well as the interview round. It selects candidates and tests their potential accordance to the job.

• COMPASSIONATE : RSP also gives job under compassionate ground.

Under compassionate ground jobs are provided in following categories:-(i) Death due to accident while on work place.

(ii) Death due to accident while coming to/doing out of duty.

(iii) Death due to 3 major diseases (cancer, heart Stroke, Kidney failure)

That means on the death of any employee due to the reason as mentioned above job is

provided to the dependent of the employee first offer is made to the spouse of the employee. The spouse may further relinquish and request offer to be made to the one of the children.

Moreover the grade at which offer is made as per the qualifications and as per the rules of the company. They are as follows.

1. S1- matric,+2 2. S2-Matric and ITI 3. S3-BSc/Diploma 4. S10-Graduate Engg.

5. E0-MBBS

• LDP (Local Displaced People): LDP is providing only for displaced person.

Generally once established of the company there is required land. Company gives the offer of the people any one person gives the job or gives the land amount. The people accept of job offer, this offer is called “displaced”. This displaced process

recruitment of the people.

Reservation in Recruitment:

1. There shall be a reservation of 15 per cent for the members of the Scheduled Castes, 7.5 per cent for the members of the Scheduled Tribes and 27 per cent for the members of the Other Backward Classes in the matter of appointment by direct recruitment on all India bases by open competition.

2. There shall be a reservation of 16.66 per cent for the members of the Scheduled Castes, 7.5 per cent for the members of the Scheduled Tribes and 25.84 percent for the members of the Other Backward Classes in the matter of appointment by direct recruitment on all India basis otherwise than by open competition.

3. Except in Delhi, reservation for the Scheduled Castes and Scheduled Tribes in case of direct recruitment to Group C and Group D posts normally attracting candidates from a locality or a region is generally fixed on the basis of proportion of their population in the respective States/UTs. Reservation for OBCs in such cases is fixed keeping in view the proportion of their population in the respective States/UTs and the fact that it is not more than7% and total reservation for SCs, STs and OBCs does not exceed 50%. Quantum of reservation fixed for SCs, STs and OBCs in such cases has also been indicated

4. Where recruitment is made for zones or circles or regions consisting of more than one State, the percentages of reservation for SCs and STs is generally fixed on the basis of the proportion of SCs and STs in the respective zones/circles/regions and reservation for OBCs is fixed keeping in view their proportion in the population of the respective zones/circles/regions and the fact that it is not more than 27% and total reservation for SCs, STs and OBCs does not exceed 50%.

5. The members of the Other Backward Classes who fall in creamy layer shall not get the benefit of reservation. Criterion for determining creamy layer status amongst Other Backward Classes is also prescribed.

6. Reservations also do not apply to:

Temporary appointments of less than 45 days duration; those work-charged posts which are required for emergencies like flood relief work, accident restoration and relief etc.