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K.B.P.I.M.S.R. SATARA B.B.A.

PROJECT

Project Report on

A STUDY OF MANPOWER PLANNING


With Special Reference to
ASUVARA PICKLES AND SPICES INDUSTRY, SATARA.

Submitted to
SHIVAJI UNIVERSITY, KOLHAPUR
For the partial fulfillment of the requirement for the award of
the degree of

BACHELOR OF BUSINESS ADMINISTRATION

By

BORKAR SAMPAT DINKAR

Under the Guidance of

SHRI. M.B.BHOSALE
(M.Com, M.Phil.)

Through

THE DIRECTOR
Karmveer Bhaurao Patil Institute of Management
Studies and Research
Satara.

2008-09

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K.B.P.I.M.S.R. SATARA B.B.A. PROJECT

DIRECTOR RECOMMENDETION

This is to certify that, Mr. .Borkar Sampat Dinkar is a bonified student of


Karmveer
Bhaurao Patil Institute of Management Studies and Research, Satara studying in
B.B.A. III. He has completed his project report in titled A STUDY OF
MANPOWER PLANNING with reference to, ASUVARA PICKLES AND
SPICES INDUSTRY , SATARA under the guidance of Shri. M. B. Bhosale
satisfactorily and submitted to Shivaji University, Kolhapur for the partial fulfillment
of the requirement for the award of the Degree of Bachelor Of Business
Administration. The matter presented in the project report has not been submitted
earlier.

Dr. B. S. Sawant,

Director

Karmaveer Bhaurao Patil Institute of

Management Studies and

Research, Satara.

Place: - Satara

Date : -

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K.B.P.I.M.S.R. SATARA B.B.A. PROJECT

GUIDE CERTIFICATE

This is to certify that, Mr.Borkar Sampat Dinkar has completed his project

report on A STUDY OF MANPOWER PLANNING with reference to, ASUVARA

PICKLES AND SPICES INDUSTRY, SATARA under my guidance satisfactorily

and submitted to Shivaji University, Kolhapur.

The project work is of original nature and not copied from any other earlier

project work and further no part has been submitted to any university for partial

fulfillment conditions for passing any examination.

Shri. M. B. Bhosale

Guide Teacher

Karmaveer Bhaurao Patil Institute of

Management Studies and

Research, Satara.

Place: - Satara

Date: -

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K.B.P.I.M.S.R. SATARA B.B.A. PROJECT

DECLARATION

To,

The Director

Karmaveer Bhaurao Patil Institute of

Management Studies and Research,

Satara.

Respected sir,

I undersigned hereby that the project report entitled A STUDY OF

MANPOWER PLANNING with reference to, ASUVARA PICKLES AND

SPICES INDUSTRY, SATARA under the guidance of Shri. M. B. Bhosale and

submitted to Shivaji University, Kolhapur for the partial fulfillment of the

requirement for the award of the Degree of Bachelor Of Business Administration,

written and submitted by me under the guidance of Shri. M. B. Bhosale is my

original work.

The empirical findings in report are the based on the data collected by

myself while preparing project report I have not copied from any other report.

I understand that any coping is liable to punish in a way the university

authorities deem fit.

Mr. Borkar Sampat Dinkar.

Place:-

Date:-

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K.B.P.I.M.S.R. SATARA B.B.A. PROJECT

ACKNOWLEDGEMENT

The gratification and joy that accompanies the successful completion of any

task would be incomplete without the humble deep – felt expression of gratitude to

the people who made it possible, because success is bridge between hard work and

efforts and above all encouraging guidance and support.

I would like to extent my heartiest thanks to Mr. S.R. Vyavahare.

ASUVARA PICKLES AND SPICES INDUSTRY, SATARA, who has provided all

the information required for accomplishment of this project.

I would like to convey my sincere thanks to Dr.B.S.Sawant,Director

K.B.P.I.M.S.R. SATARA and Shri. M. B. Bhosale, my internal project guide the

constant source of motivation and inspiration for me who guided and helped in

bringing the best out of me.

I am also thankful to all members of ASUVARA PICKLES AND SPICES

INDUSTRY, SATARA, who helped me in one way or other in successfully

completing the project.

I am also thankful to My Parents and Friends for helping me to complete

my project work.

Mr.Borkar Sampat Dinkar.

Place :- SATARA

Date:-

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Sr. No. Page No.


Contents
CHAPTER I 1-5
INTRODUCTION OF THE STUDY
1 1.1 Introduction of the study 1
1.2 Title of the study 1
1.3 Statement of the problem 1-2
1.4 Objectives of the study 2
1.5 Scope of the study 2-3
1.6 Importance of the study 3
1.7 Research methodology of the study 3-4
1.8 Limitation of the study 4
1.9 Chapterization 4-5

CHAPTER II
A PROFILE OF THE COMPANY ASUVARA 6-10
2 PICKLES AND SPICES INDUSTRY, SATARA.
2.1 Introduction of the organization 6
2.2 History of the organization 6-7
2.3 Company business 7
2.4 Products of company 8
2.5 Present manpower scenario in the organization 8
2.6 Future plan of the company 8
2.7 Institutional customer 9
2.8 Organization chart of the company 10

CHAPTER III
A THEORETICAL BACKGROUND MANPOWER 11-18
3 PLANNING
3.1 Introduction of the manpower planning 11
3.2 Definition of the manpower planning 11
3.3 Importance of the manpower planning 11-12
3.4 Process of manpower planning 13-16
3.5 Factors affecting on manpower planning 17-18
3.6 Methods of manpower planning 18

CHAPTER IV
4 DATA ANALYSIS AND INTERPRETATION 19-36
4.1 Introduction 19
4.2 Data analysis and interpretation 19-36

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CHAPTER V
OBSERVATIONS, CONCLUSIONS AND 37-39
SUGGESTIONS
5.1 Introduction 37
5.2 Observations 37-38
5 5.3 Conclusions 38
5.4 Suggestions 39

6 ANNEXURE 40-42
7 BIBLIOGRAPHY 43

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CHAPTER – I

INTRODUCTION OF THE STUDY

1.1 Introduction of study.

1.2 Title of the study.

1.3 Statement of the problem.

1.4 Objective of study.

1.5 Scope of the study.

1.6 Importance of the study.

1.7 Research Methodology of the study.

1.8 Limitation of the study.

1.9 Cauterization.

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CHAPTER - II

A PROFILE OF THE ORGANIZATION ASUVARA PICKLES AND


SPICES INDUSTRY, SATARA.

2.1 Introduction of the organization.

2.2 History of the organization.

2.3 Company business.

2.4 Product of the Company.

2.5 Present manpower Scenario in an organization.

2.6 Future plans of the organization.

2.7 Institutional Customers.

2.8 Organization chart of the company.

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CHAPTER III

A THEORETICAL BACKGROUND OF MANPOWER PLANNING

3.1 Introduction of manpower planning

3.2Definition of manpower planning

3.3 Importance of manpower planning

3.4 Process of manpower planning

3.5 Factor affecting of Manpower Planning

3.6 Methods of Manpower Planning

CHAPTER IV

Analysis and Interpretation of Data Collection

4.1 Introduction

4.2 Data Analysis

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CHAPTER - V

OBSERVATION, CONCLUSIONS AND SUGGESTIONS

5.1 Introduction

5.2 Observation

5.3 Conclusion

5.4 Suggestion

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CHAPTER - I

INTRODUCTION OF THE STUDY

1.1 Introduction of the study :-

Asuvara pickles and spices Industry. Satara is established in June 1980. The
Industry is located in additional M.I.D.C. Satara. Mr. Sunil Vyavahare owner of the
organization the industry produced different types of pickles, spices, Tomato ketchup,
chilly powder etc.
The company is growing stage, so they were looking for required huge
manpower and they increase their business in future for the success of any company
adequate type and regular people are required.
Now a days effective “ Manpower Planning ” is the most important for the
success of any organisation. Company select the right candidates. This candidates are
more beneficial to the company, and they contributing more effort to the company,
and this effort are also helpful to achievement of the organisation goal and objective.
But in the organisation researcher identify the problem of shortage
manpower planning therefore researcher selected this topic that is manpower planning
for the study.

1.2 Title of the Study :-

The project report entitled as “A study of Manpower planning with special


reference to Asuvara pickles and spices industry Satara.”

1.3 Statement of the Problem :-


a) Management Problem :-
In this organization management are facing the problem of shortage
manpower in this company management are not getting the expected result From
available staff. So researcher has decided to study of manpower planning in the
organisation.

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b) Research Problem :-
In this organization researcher identify the problem of shortage manpower
and adopting some plan this plan are more helpful to increase manpower in the
organization therefore researcher selected this topic is manpower planning for the
study.

1.4 Objective of Study :-


(1) To Study the existing situation of an organisation regarding manpower.
(2) To Identify the problem for manpower planning in the organisation.
(3) To Identify factors affecting manpower planning.
(4) To suggest solution to overcome the manpower planning.

1.5 Scope of the Study :-


Scope of this research study is very large, but researcher study of this topic
to Findout the problem this are regarding for the manpower planning is an
organisation. Therefore this study is mainly concerned two aspects –
A) Geographical Scope
B) Conceptual Scope
C) Analytical Scope
A) Geographical Scope :-
Researcher studied topic for collecting the information of an organisation in
different department these are the following department
1] Purchase Department
2] Production Department
3] Finance Department
4] Marketing Department
5] Human Resource management Department
B) Conceptual Scope :-
Conceptual scope means the studied the manpower position it includes
training development selection of recruitment sources, wage of salary,
Fringe benefit.

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C) Analytical Scope :-
Analytical scope of the study is related to analyzing this data by using
various statistical tools like graph, tables and diagram etc.

1.6 Importance of Study :-


Manpower is nothing but using the available manpower for the effective
implementation of production plan.
Manpower planning is concerned with the co-coordinating motivating
controlling to human research with in the organization.
Manpower is very essential for the further processing of recruitment, selection
and training of current manpower of organization can utilizing the physical resources
and human resources manpower planning is very much important for the supervisor of
an organization. For running day to day operations smoothly they also have to
forecast the need manpower according to the organization.
Manpower is must to make optimum utilization of human resource for success
of any organization.

1.7 Research Methodology :-


Researcher are adopting sampling survey method observation discussion
through collect some data of an organisation.
Generally there are two main sources for collected data this two ways
researcher collect information.
Two sources of data primary data and secondary data source.

1.7.1 Data Required: -


Researcher adopted for following required data.
A] Primary Data
B] Secondary Data

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A] Primary Data :-
This data collected through conducting interviews by questionnaire schedule
and also through the observation and discussion with the official concerned on the
organization.
B] Secondary Data :-
This data was already collected by any other person is called as secondary
data. The information which is available in the organization, office and library books,
Journals & website.

1.7.2 Sampling size :-


To collect the primary data for the study researcher used sampling method 50
employees are the sample size.

1.7.3 Instrument :-
The research used different instrument to collect required data like conduct
interview, observation & Questionnaire & company documents.

1.8 Limitations of the study :-


Research Faces the following limitation
1] Company Due to some restrictions for giving the information about company.

2] Time is limited to the collected over all information.

3] Some time employees are busy in work they are not giving the some information.

1.9 Chapterization :-
This project report is divided into five chapters as follows –

I] Introduction of study :- In this chapter introduction of study management


problem research problem, objective of study, scope of study, Importance of study,
Research methodology of the study, limitation of the study chapterization.

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II] A Profile of the company :- In this chapter the overall view of the
organisation. It shows the history of the organisation nature of business products of
company, production process, present manpower scenario in the organisation, Future
plan of the company, and organisation chart of company.

III] A Theoretical Background OF Manpower planning :-


This chapter contains introduction of the manpower planning definition
importance of manpower, process of manpower planning factors affecting on
manpower planning & methods of manpower planning.

IV] Observation conclusion & suggestion :-


In this chapter research removes the conclusion on this study and tries suggest
some remedial measures to the company, this suggestion and conclusion is removed
with the help of the analyzed data or through the observation made in the area.

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CHAPTER – II

A PROFILE OF THE ORGANIZATION ASUVARA PICKLES AND


SPICES IDUSTRY, SATARA.

2.1 Introduction of the organization :-


“Asuvara pickles & spices Industry ” established in june 1980, Industry is
located on additional M.I.D,C. satara. Mr. Sunil Vyavahare founder of the company,
this company manufactures different types pickles, spices & tomato ketchup, chilly
powder, the company produce following items.
Pickles 1] Mango
2] Lime
3] Mixed
4] Sweet lime
5] Sweet mango
6] Tomato ketchup
7] Spices
The company selling their product in other district sangali. Ratnagiri Pune,
and Satara also this product are quality product and consumer are more demanded
Asuvara products.

2.2 History of the organization :-


“Asuvara pickles & spices Industry” established in 1980. It manufactures all
types of pickles and spices tomato ketchup.
Mr. Ramchandra Vyavahare who is the father of present owner Mr.Sunil
Vyavahare, firstly proprietor has started the company on his own risks and terms
without any partnership initially at the starting situation less money was available so
loan taken to the expansion for the company there are only 15 workers & they
operate in only 2 shift, but now day company expansion 2 times.
The present situation is good and their prospect for the products of the
company there is wide and expanded market for the products and the company

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supplies its products all over in Maharashtra. also the proprietor is thinking for the
diversification of products. The number of workers working in company increased
from 60 worker, Now the company works in 2 shift. Present turnover of the company
80 lakhs.
The area of the company 12000 sq.ft. of the land in additional M.I.D.C. satara
consisting of three adjoining plots k3/2/3 the brand name of the Asuvara is
A - Anil
Su - Sunil
Va - Vanita
Ra - Ramchandra
all name of the family members.

2.3 Company Business :-


“Asuvara Pickles & spices Industry” satara is private company. This company
is located on plot No. k/3/2/3 additional M.I.D.C. satara 415 004
The promoter of the business is Mr.Sunil Vyavahare who is the M.D. of the
company. Produces various products different types pickles , spices, & tomato
ketchup, chilly powder the company produce following items.

Pickles 1] Mango
2] Lime
3] Mixed
4] Sweet lime
5] Sweet mango
6] Tomato ketchup
7] Spices

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2.4 Products of the company :-


The company producing following products all types of pickles, spices &
tomato ketchup, chilly powder.

Pickles 1] Mango
2] Lime
3] Mixed
4] Sweet lime
5] Sweet mango
6] Tomato ketchup
7] Spices

2.5 Present Manpower Scenario organization :-

Sr.No. Department No. of Respondent


1. Production 19
2. Marketing 15
3. Store 16
4. Other 10
Total 60

2.6 Future plans of the organization :-


The company has some future plans, which are given below.
I] The Company established new another manufacturing plant in Pune city.
II] The company adopting new techniques and expansion of business in future.

2.7 Institutional Customer :-

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Hotels

a. Lake view.
b. Maharaja.
c. Aakar.
d. Hem Resort.
e. Alankar.

Shops

1.Laxmidas & sons.


2.Ajinka Bazar.
3.Jals Bazar.
4.Meenakshi Bazar.

2.8 Organization chart of the company :-

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Proprietor

In charge
Production quality Administration
Management assuranced

Supervisor Inspector Marketing Sales A/C Purchase

Worker

CHAPTER III

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A THEORETICAL BACKGROUND OF MANPOWER PLANNING

3.1 INTRODUCTION OF MANPOWER PLANNING


Manpower planning or HRP is the major task of personnel management because it is
basically connected with utilizing manpower resources. Manpower management
states with manpower planning. Manpower planning is supply and demand
calculation of management process to adjust the current manpower to desire
manpower position. Manpower planning is accepted by the business manager because
of its increasing in gaining. Basically manpower planning involves locating a job for a
man as well as preparing a man for a job. The term ‘MANPOWER’ could be educated
with labour in the factors of production.

3.2 DEFINITION
1. HRP “includes the estimation of how many qualified people are necessary to carry
out the assigned activities, how many people will be available, and what, If anything,
must be done to ensure that personnel supply equals personnel demand at the
appropriate point in the future.”
2. E.W. Vetter viewed human resource planning as “a process by which an
organization should move from its current manpower position to its desired
manpower position. Through planning management strives to have the right number
and right kind of people at the right places at the right time, doing things which result
in both the organization and the individual receiving maximum long-run benefit.

3.3 IMPORTANCE OF MANPOWER PLANNING

Manpower planning has assumed importance in recent years for the following:-

1. Reservoir of talent: -
The organization can have reservoir of talent that is people with requisite skill are
readily available to carry out assigned job.

2. Prepare people for future: -


People can be trained motivated and developed in advance to meet future need for
high quality employee easily man power shortage can also meet comfortably.

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3. Expand: -
If organization wants to expand a scale of its operation it can go head easily advance
planning ensures a continuous supply of people with requisite skill.

4. Cut cost: -
Planning facilities a preparation of manpower budget for each department. This in a
term helps in controlling manpower supply.

5. Succession planning: -
Succession planning is nothing but judging the potential of the employee and develop
their capabilities to meet future challenges.

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3.4 PROCESS OF MANPOWER PLANNING

Environment

Organizational policies
and objectives

HR needs forecast HR supply forecast

HR programming

HR implementation

Control and evolution of


program

Surplus Shortage
Restricted hiring Recruitment and
Reduced hours selection.
VRS lay off, etc.

These steps are discussed in detail as given below.


Analyzing the Organizational Plans
The process of human resource planning should start with analyzing the organization
plan, technological plan, and plan for expansion diversification etc., marketing plan,
sales plan, and financial plan.

HR demand forecast
Demand forecasting is the process of estimating the future quality and quality of
people required. The basis of forecast must be the annual budget and long-term

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corporate plan, translated into activity levels for each function and department
Demand forecast must consider several factors-both external as well as internal..
Forecasting Technique
Forecasting technique vary from simple to sophisticated ones. Following are
techniques, before knowing each techniques it may be stated that organization
generally follow more than one technique. The techniques are:
a) managerial judgment
b) Ratio trend analysis
c) Work study technique
d) Others

HR Supply Forecast
Personnel demand analysis provides the manager with the means of estimating how
many and what kinds of employees will be required the supply analysis covers:
a) existing human resources
b) internal source of supply
c) external source of supply

Present Employees
Analysis of present employees is greatly facilitated by human resource audits. Human
resource audit summaries each employee’s skill and abilities. The audits of non-
managers are called skill inventories and those of the management are called
management inventories.

Internal supply
Armed with human resource audits, planners can proceed with the analysis of
internal supply. The techniques generally used for the purpose are-
a) Inflows and outflows (loss-transfer, resignation, demotion, gain-promotion,
transfers).
b) Turnover rate.
c) Conditions of work and absenteeism.
d) Productivity level.
e) Movement among jobs.

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External Supply
In addition to internal supply, the organization needs to look out for prospective
employees from external sources. External sources are important for specific reasons:
1) new blood and new experience will be available.
2) Organization needs to replenish lost personnel.
3) Organizational growth and diversification create the needs to use external sources
to obtain additional numbers and types of employees.
Source of external supply vary from industry to industry.

HR Programming
Once an organizations personnel and supply are forecast, the two must be reconciled
or balanced in order that vacancies can be filled by the right employees at the right
time. HR programming the third step in the planning process. Therefore, assume
greater importance.

HR Implementation
Implementation requires converting human resource plan into action. A series of
action programs are initiated as a part of HRP implementation. Some such programs
are –recruitment, selection and placement, training and development, retraining and
redeployment, the retention plan, and the redundancies plan.

Recruitment, Selection and Placement


After the job vacancies are known, efforts must be made to identify sources and
search for suitable candidates. The selection programs should be professionally
designed and among other considerations, special care must be taken to ensure
compliance with the reservation policies of the government.
Usually, companies hire for specific job opening. However, some companies hire a
group of qualified individuals (management trainees) not for specific jobs. An effort is
made to match individual job preferences and qualifications with organization jobs.

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Training and Development


The training and development programs should cover the number of trainees required,
training and development programs necessary for the existing staff, identification of
resource personnel for conducting development programs, frequency of training and
development programs and budget allocation for each program.

Retraining and Redeployment


New skills are to be imparted to existing staff when technology changes. When a
product line is discontinued, its employees are to be retained and redeployed to other
departments where they could be gainfully employed.

Retention plan
Retention plan covers actions which would help reduce avoidable separations of
employees. Important actions under this head are:
A) Compensation Plan
B) Performance Appraisal
C) Employees Leaving in Search of Conflict
D) Employees Quitting Because of Conflict
E) The Induction Crisis
F) Shortages
G) Unstable Recruits

Control and Evaluation


Control and evaluation represents the fifth and last phase of in HRP process. The
human resource plan should include budgets, targets and standards. It should also
clarify responsibilities for implementation and control, and establish reporting
procedures which will enable achievement to be monitoring against the plan. But they
should also report employment costs against budget, and trends in wastage and
employment ratios.

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3.5 FACTOR AFFECTING OF MANPOWER PLANNING


Several factors affect HRP. These factors can be classified into External and Internal
factors.
Factors affecting on HRP

External Factors Internal Factors

Govt. polices. Policies of com

Level of economic Development HRP of compa

Business Environment Formal& infor

External factors Level of technology Job analysis

1. Government polices: -Natural policies of government like labour policy, industrial Time horizons
factors
relations policy, policy towards reserving certain jobs for different communities and
International factors Type and quali
son-of the soil etc. affect the HRP.
-level of economic development determines the Trade union
Internal factors
2. Level of economic development:
level of HRD in the country and thereby the future demand for human resources.
3. Business Environment: -External business environmental factors influence the
volume and mix of production and mix of production and thereby the future demand
for human resources.
4. Level of technology: - level of technology determines the kind of human
resources required.
5. International Factors: - international factors like the demand for than resources
required.

Internal factors
1. Company policies and strategies: - companies policies related to expansion,
diversification, and alliances etc. Determines the human resource demand in the term
of quality and quantity.

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2. Job Analysis: - fundamentally, human resource plan based on job analysis job
description and job specification determines the kind of employees can plan for only
short range
3. Human resources: - HRP of the company is regarding quality of human resource,
compensation level, quality of work life, leaves etc. Influences human resource plan.
4. Time Horizons: - Companies with stable competitive environment can plan for
the run whereas the firms with unstable competitive environment can plan for only
short-term range.
5. Type & Quality of Information: -Any planning processes need qualitative and
accurate information. This is more so with human resource plan, strategic,
organizational and specific on formation.

3.6 Methods of Manpower Planning:-


Generally industrial organization used four methods to determine the requirements of
personnel,
1) Estimate the annual vacancies expected to arise.
2) Estimate long – range expected vacancies.
3) Estimate man on specification requirements.
4) Estimate job requirements.
Personnel Manager will always exercise the organization structure continually to

anticipate. It’s manpower requirements so that it can work smoothly despite with and

without, so manpower planning is a must for dynamic companies expanding over a

time. Planning job requirement is an important aspect of the manpower planning.

CHAPTER IV

DATA ANALYSIS AND INTERPRETATION

4.1 INTRODUCTION: -

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Researcher analyzes the data from the collected information. Analysis and
interpretation of data collection is as below:

4.2 DATA ANALYSIS:-

The researcher has collected all the possible data related to manpower planning and
analysis it.

Table. No. 4.2.1

Employee designation

Table showing classification of employees regarding their designation.

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Sr.No. Employee designation No. of Respondents Percentage (%)


1 Helper 16 32
2 Worker 13 26
3 Trainee manager 12 24
4 Manager 5 10
5 Executive manager 4 8
Total 50 100
Source: - (Primary Data)

Graph no. 4.2.1

8%
10% 26%
Worker
Helper
Trainee manager
24% Manager
Executive manager
32%

The above table and graph shows 32% employees are working as helper in an
organization.26% employee are working as worker in organization.24% employees
are working as trainee manager in the company.10% employees are working as
manager in an organization and remaining 8% employees are working as executive
manager in an organization.

Table No. 4.2.2

Gender wise classification

Table showing classification of the employees according to demographic criteria in an


organization.

Sr. No. Gender No of Respondents Percentage (%)


1 Male 43 86
2 Female 7 14
Total 50 100
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Source: - (Primary Data)

Graph No. 4.2.2

The above table and graph indicate that in organization 14% of employees are female
and 86% of employees are male.
So, in organization majority of male employees are working.

Table No. 4.2.3

Departments wise classification of the employees

Table showing classification of the employees according to their department in the


organization

Sr. No. Department No. of Respondents Percentage (%)

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1 Production 14 28
2 Marketing 12 24
3 Store 15 30
4 Other 9 18
Total 50 100
Source :- (Primary Data)

Graph no. 4.2.3

18%
28%
Production
Marketing
Store
30% Other
24%

The above table and graph shows that 30% employees are working in the store
department. 28% employees are working in production department.24% employees
are working in marketing department and remaining 18% employees are working in
other department.

Table. No. 4.2.4

Age of employee

Table showing age group wise classification of the employees in the organization.

Sr. No. Age group No of Respondents Percentage (%)


1 Below 18 years 0 0
2 18-30 years 20 40
3 30-40 years 17 34
4 40-50 years 9 18
5 Above 50 years 4 8
TotalSHIVAJI UNIVERSITY,
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Source: - (Primary Data)

Graph no. 4.2.4

8%

18%
40% 18-30 years
30-40 years
40-50 years
Above 50 years

34%

The above table and graph shows that 40% employee’s age group is in between 18-30
years. 34% employees’ age group is in between 30-40 years. 18% employee’s age
group is in between 40-50 years and 8% employees are above 50 years.92%
employees are young in the organization.

Table. No. 4.2.5

Length of Service

Table showing classification of the employees according to their length of service in


an organization.
Sr. No. Length of service No of Respondents Percentage (%)
1 Below 2 years 5 10
2 2-5 years 7 14

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3 5-10 years 10 20
4 10-15 years 9 18
5 15-20 years 6 12
6 Above 20 years 13 26
Total 50 100
Source: - (Primary Data)

Graph no. 4.2.5

10%
Below 2 years
26%
14% 2-5 years

5-10 years

10-15 years
12%
20%
15-20 years

Above 20 years
18%

The above table and graph shows that 26% employees length of service is above 20-
years.20% employee length of service is 5-10 years.18% employees length of service
is 10-15 years. 12% employees’ length of service is 15-20 years. 14% employees’
length of service is 2-5 years and remaining 10% employees’ length of service is
below 2 years.
The employee are having length of the service above 5 year i.e. 74%.

Table. No. 4.2.6

Salary of the employees

Table showing monthly salary of the employees in the organization

Sr. No. Salary (Rs.) No of Respondents Percentage (%)


1 Below Rs.2500 9 18
2 Rs.2500-5000 13 26
3 Rs.5000-7500 15 30
4 Rs.7500-10000 6 12
5 Above 10000 7 14
Total 50 100
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Source: - (Primary Data)

Graph no.4.2.6

14% 18%

Below Rs.2500
12% Rs.2500-5000
Rs.5000-7500
Rs.7500-10000
26%
Above 10000
30%

The above table and graph shows that 30% employees salary are in between Rs.5000-
7500/-.26% employees salary are in between Rs.2500-5000/-.18% employees salary
are below Rs.2500/-.14% employee’s salary are above Rs.10000/- and remaining 12%
employees salary are in between 7500-10000/-.

Table. No. 4.2.7

Nature of Job wise classification

Table showing classification of the employee according to nature of job an


employees in organization.
Source:- (Primary Data)
Sr. No. Nature of Job No of Respondents Percentage (%)
1 Permanent 36 72%
2 Temporary 14 28%
Total 50 100

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Graph No. 4.2.7

The above table and graph shows that 28% employees temporary work in
organization and more than 72% employees are permanent in an organization.

Table. No. 4.2.8

Qualification of employees

Table showing classification of the employees according to qualification of employees


in organization.

Sr. No. Qualification No of Respondents Percentage (%)


1 Primary 6 12
2 Secondary 13 26
3 Graduate 9 18
4 ITI 14 28
5 Uneducated 8 16
Total 50 100

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Source: - (Primary Data)

Graph no. 4.2.8

16% 12%
Primary
Secondary
26% Graduate
28% ITI
Uneducated

18%

The above table and graph shows that 28% employees have covered ITI education.
26% employees have covered secondary education.18% employees have covered
graduate.12% employees have covered primary education and 16% employees are
uneducated. Majority of 84% employees are literature in organization.

Table. No. 4.2.9

Source of Recruitment
Table showing sources of recruitment adopted in an organization

Sr. No. Sources No of Respondents Percentage (%)


1 Advertisement 10 20
2 Employment exchange 11 22
3 Direct by management 16 32
4 Promotion 1 2
5 Demotion 3 6
6 Transfer 4 8
7 Recommendation of 3 6
existing employees
8 Dependent of disable 2 4
employees
Total 50 100

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Source: - (Primary Data)


Graph no. 4.2.9

The above table and graph shows that 32% employees are recruited by direct
management. 22% employees are recruited by employment exchange 20% employees
are recruited by advertisement. 8% employees are recruited by transfer 6% employees
are recruited by demotion and recommendation of existing employees and 4%
employees are recruited by dependent of disable employees and only 2% employees
recruited by promotion.

Table. No.4.2.10

Training facility

Table showing training facility in an organization

Sr.No. Parameters No of Respondents Percentage (%)


1 Yes 50 100
2 No 0 0
Total 50 100
Source: - (primary data)

All the employees have got the training through organization.

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Table. No. 4.2.11

Training Program

Table showing the opinion of the employees about the training programme in an
organization.

Sr. No. Response No. of Respondents Percentage (%)

1 Fully satisfied 29 58
2 Partially satisfied 14 28
3 Fully Dissatisfied 7 14
Total 50 100
Source: - (Primary Data)

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Graph No. 4.2.11

14%

Fully satisfied
Partially satisfied
28% 58% Fully Dissatisfied

The above table and graph indicates that 58% employees are fully satisfied with the
training program provided by the organization. 28% employees are partially satisfied
with the training program provided by the organization whereas only 14% employees
are fully dissatisfied with training program provided by the organization.

Table. No. 4.2.12

Transfer Done in the Organization

Table showing transfer done in the organization.

Sr.No. Parameters No of Respondents Percentage (%)


1 Yes 13 26
2 No 37 74
Total 50 100

Source: - (Primary Data)

Graph no. 4.2.12

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26%

Yes
No

74%

The above table and graph shows that 26% employees transfer from their previous
place at the new place from their placement till today and 74% employees not transfer
to their initial placement in the organization

Table. No. 4.2.13

Promotion Policy

Table showing promotion policy in the organization.

Sr. No. Parameters No of Respondents Percentage (%)


1 Agree 29 58

2 Disagree 21 42

Total 50 100

Source:-(Primary data)

Graph no. 4.2.13

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The above table and graph shows that 58% employees are agreed for promotion
policy practice in the organization. While 42% of employees are disagree with
organization’s promotion policy.

Table. No. 4.2.14

Experience Wise Classification

Table showing the classification of employees on the basis of experience in an


organization.
Sr.No. Particular No of Respondents Percentage (%)
1 Experience 31 62
2 No Experience 19 38
Total 50 100

Source: - (Primary Data)

Graph No. 4.2.14

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The above table and graph indicates that 62% employees are having previous
experience before getting employed in this organization whereas 38% employees have
no experience getting employed in this organization.

Table. No. 4.2.15

Tools of Selection process

Table showing tools of selection process used in the organization.

Sr.No. Particular No of Respondents Percentage (%)

1 Written test and 21 42


interview
2 Only Interview and 29 58
no written test
Total 50 100

Source: - (Primary Data)

Graph No. 4.2.15

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0%

42% Written test and interview


Only interview and no test
58%

The table and graph indicates that 42% employees have selected through written test
and interview and 58% employees have selected through only interview and no
written test.

Table. No. 4.2.16


Place of Job
Table showing place of Job as per the interest skill and qualification of employees in
organization.
Sr. No. Particular No. of Responders Percentage (%)

1 Suitable 22 44

2 In suitable 28 56

Total 50 100

Source :- (Primary data)

Graph No. 4.2.16

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The above table and graph indicates that 44% employees are suitable their jobs as per
his skill, interest and qualification and 56% employees are in suitable their jobs.

Table. No. 4.2.17

Criteria of promotion

The table showing the promotion criteria of the employees in an organization


Sr. No. Particular No. of Responders Percentage (%)

1 Performance 11 22

2 Merit 9 18

3 Qualification 6 12

4 Experience 24 48

Total 50 100

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Source :- (Primary data)

Graph No. 4.2.17

The above table and graph shows that the company gives promotion to 48%
employees as per their experience and company gives promotion to 22% employees
as per their performance while company gives promotion to 18% employees as per
their merit and company gives promotion to 12% employees as per their qualification.

CHAPTER – V

OBSERVATION, CONCLUSIONS AND SUGGESTIONS

5.1 INTRODUCTION :-
With the help of analysis and interpretation of data collection researcher has
identified observation and researcher find out conclusion on the basis of the
observation and some important suggestion given to over come the problem of the
company and also improve manpower planning in the organization.

5.2 OBSERVATION :-
Researcher find out the following observation on the basis of analysis is the
collected data and these observations are also classified in to two groups that is
general and specific observation.

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GENERAL OBSERVATION :-

1. Many employees are working in the organization as a temporary basis that is


28%.
2. Majority of the employees are not transferred from their initial jobs to new
jobs that is 74% and 26% employees where transfer at new job.
3. Majority of the employees are disagree with the existing recruitment policy
in the organization.
4. Majority of the employees are selected through conducting only personal
interview and nor written test that is 58% some of the employees are
selected through conducting written test and personal interview that 42% .
5. Company gives promotions to the large number of employees as per their
experience that is 48% and company gives promotion to the few employees
as per their qualification.

SPECIFIC OBSERVATION :-

1. Majority of the male employees working in the organization that is 86%.


2. Most of the employees are young in the organization that is 92%.
3. Majority of the experience employees are working in the organization that is
74%.
4. The company adopting both the source for the purpose of employees
recruitment.
5. Majority of the employees are uneducated in an organization that is 16% and
some of the employees have taken secondary and technical education that is
26% and 28% respectively.
6. All the employees are gating training facility and 58% employees are fully
satisfied in an organization about training program.

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7. Majority of the employees are not working with the suitable jobs that is 56%
but few employees are working at suitable jobs that is 44%.

5.3 CONCLUSIONS:-

On the basis of the study of data collection and observations researcher


concluded some important things that is –
In the organization there are large number of male employees are working, there are
many employees are young. More employees are working in the organization as
temporary basis, more experience employees are working there are more employees
are educated in the organization but some of the employees are uneducated.
Organization gives more priority to internal source of recruitment given by the
organization to the employees for recruitment purpose. Many employees are disagree
with existing recruitment policy and more employees are selected to conducting only
personal interview and not written test all employees are getting training facilities in
the organization there are only few employees are working at suitable jobs but
majority of the employees are not working with the suitable jobs. and company give
promotion to the large number of employees as per their experience but very few
employees taken promotion as per their qualification.

5.4 SUGGESTIONS:-
Though the study researcher already identified some important things problem
and the researcher suggested some important suggestion to overcome the problem
regarding in the manpower planning.
1) The company should recruit more female work force in the
organization.
2) The company should give more preference to educated and
professionals candidates for employment in the organization.
3) Company should also conduct interest test, aptitude test and
intelligent test for the selection of the employees in the organization.
4) The company should adopt firstly the internal source and after words
also adopt the external source for recruitment purpose.

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5) The company should arrange appropriate training program in the


organization.
6) The company should analysis employees interest, skill and
qualification place at the work as per their ability.
7) The company should frame and adopt appropriate recruitment policy
for the recruitment purpose.

ANNEXURE

QUESTIONNAIRE FOR EMPLOYEE’S

1) Name:-

2) Address:-

a) Permanent Address

b) Correspondence Address

3) Educational Qualification:-

4) Gender: - a) Male b) Female

5) Date of Birth:-

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6) Designation:-

7) Marital Status: - a) Married b) Unmarried

8) Nature of Job: - a) Permanent b) Temporary

9) Department:-

10) Length of Service:-

11) Monthly Salary:-

12) Promotional policy organization: - a) Yes b) No

13) Are you work with your expected job: - a) Yes b) No

14) How did you get the job?

15) How you apply job in the organization?

a) E-Mail b) Application c) Other

16) Do you have any previous experience?

a) Yes b) No

17) Do you get any training facilities in the organization?

a) Yes b) No

18) Satisfied regarding training facilities?

a) Satisfied b) Partially Satisfied c) Dissatisfied

19) Did you have transferred from this organization to another organization?
a) Yes b) No

20) How you select in this organization?

21) How did you placed at your job?

22) Is there a specific intention policy in organization or promotion transfer and


Demotion?

a) Yes b) No

23) If yes what is the criteria for policy?

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24) What is your opinion about it?

25) Is there a specific selection procedure?

a) Yes b) No

26) Are there any other test conducts to select a employee and which are them?

27) What is your opinion about selection test in the organization?

28) Any induction programmed in the organization?

29) Is there any provision of working are in shift wise in the organization?

30) Leave facilities?

a) Yes b) No

31) What are the training programmed arrange in the organization?

QUESTIONNAIRE FOR MANAGEMENT

1) Personal Information
I) Name
II) Date of Birth
III) Gender
IV) Address
V) Qualification
VI) Monthly Payment
VII) Marital Status a) Married b) Unmarried
VIII) Department

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IX) Nature of the Job a) Permanent b) Temporary

2) What type of Job are available in your organization?

3) What are the total manpower inventory?

4) Which type of responsibility is delegated by management?

5) Is management delegated whole full authority to complete your responsibility?

6) What are the criteria for deciding manpower inventory?

7) What is number of skill, unskilled worker working in organization?

8) Which type of product you are producing?

a) Production Oriented b) Customer Oriented

9) Which is sources using for recruitment?

a) Internal b) External

10) Is there any selection procedure adopt by your organization for selection of
Employees?

11) When are you giving training to the selected candidates?

12) How many salary are giving during training period?

13) What is criteria for transfer of employee one department to another department?

14) What is a criteria of promotion in the organization?

BIBLIOGRAPHY

REFERENCES: -

1. P.N. Shubramani Human Resource Management and Industrial Relations,

Himalaya Publishing House.

2. P Subba Rao, Essentials Human Resource Management and Industrial Relations,

Himalaya Publishing House, 2007Ed.

3. Company document.

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