:
[1]
INDEX
SR. PARTICULARS PAGE NO.
NO.
1. Introduction 6-9
2. Company profile 10-27
3. Objective of the study 28-29
4. Limitation of study 30-31
5. Review of literature 32-34
6. Research methodology 35-37
• Research Design
• Sources of data
7. Hypothesis 38-39
8. Data analysis and interpretation 40-49
9. Findings 50-51
10. Conclusion 52-53
11. Bibliography 54-55
12. Annexure 56-59
INTRODUCTION
Manpower planning is the process of anticipating, identifying, selecting and
nurturing what is most useful and beneficial to the organisation’s . Manpower
planning is, therefore, concerned with the optimum utilization of human resources
in the organisations
Manpower planning is the prime function of staffing. It is an essential requisite for
organisational success. Continued supply of able and quality managers and other
subordinates is essential for achieving the pre-determined goals of the enterprise.
Hence, the need for capable managers and subordinate managers has been
increasing day by day. As a matter of fact, owing to growing size of business,
increasing competition, rapid technological advances, globalisation, deregulation
and other government measures there exists a wide gap between the demand for
and supply of well-trained managers.
The modern enterprise, in general, has been experiencing the shortage of such
managers. This has increased the role of manpower planning in an enterprise
which, in turn, has increased the burden of existing managers. The manager has to
ensure that “a constant stream of subordinate managers is recruited, selected,
trained, developed and promoted…”
The manpower plans help to bring supply and demand into equilibrium, as a
continual workforce planning exercise, the inputs to which will need constant
varying to reflect the actual as against predicted experience on the supply side and
changes in production actually achieved as against forecast on the demand side.
The plans interact with manpower planning issues at every given stage in all these
areas of human resources.
They are recruitment and selection, induction and orientation, training and
development, compensation and benefits, performance appraisal and management,
industrial relations, promotions, transfers, terminations, staff amenities and
welfare, retirement, attrition, redundancy, voluntary retirement and career and
succession planning.
Without proper planning, it becomes difficult for a company to develop and
progress in a planned and systematic manner. Proper planning, right from the start,
and making arrangements keeping in mind the company’s growth path are
essential steps for the company’s success.
The main objective of manpower planning is to acquire, utilize, improve, and
retain effectively the employees to attain results in the most favorable manner. The
main aim of developing a manpower plan is to be able to anticipate issues arising
from excess or limited manpower. Besides this, it also helps an organization to hire
and retain employees needed and in making complete and efficient use of
the workforce. Hence, the personnel manager of each department is expected to
develop a manpower plan keeping in mind the entire organization as a part of the
corporate plan.
Need of Manpower Planning
• Shortages and surpluses can be identified so that quick action can be taken wherever
required.
• All the recruitment and selection programmer are based on manpower planning.
• It also helps to reduce the labour cost as excess staff can be identified and thereby
overstaffing can be avoided.
• It also helps to identify the available talents in a concern and accordingly
training programmed can be chalked out to develop those talents.
• It helps in growth and diversification of business. Through manpower planning,
human resources can be readily available and they can be utilized in best manner.
• It helps the organization to realize the importance of manpower management which
ultimately helps in the stability of a concern.
Advantages of Manpower Planning
• It is useful both for organization and nation.
• It generates facilities to educate people in the organization.
• It brings about fast economic developments.
• It boosts the geographical mobility of labor.
• It provides smooth working even after expansion of the organization.
• It opens possibility for workers for future promotions, thus providing incentive.
• It creates healthy atmosphere of encouragement and motivation in the organization.
• Training becomes effective.
• It provides help for career development of the employees.
Analysing the current
man power requirement
utilization
Forecasting the demand
for em
Forecasting supply
Develop
COMPANY PROFILE
TATA GROUP-Leadership with trust
TATA MOTORS Company established in 1945. A Tata motor is part of the use
100 billion Tata group founded by "Jamshedji Tata" in 1968. In this company
under the employee's strength is 60000 and company turnover is 42 billion dollars.
This company under 6600 sales and services points Tata motors provided highly
manpower requirement to the peoples.
TATA group's main interest was to attract and hire these individuals within a six-
month period of time. The decision was made to assess applicant based on a
number of variables relating to the ability to communicate coherently, follow
direction, math and language aptitude and good manual. Prior to the interview
process no. specific tools were identified that were thought would adequately
assess applicant and then allow for selection of individuals that would be
interviewed for the production associate position. The initial step of the process
reviewed the submitted cover later and resume of an applicant for communication
skills, ability to follow directions, education work force recruitment 13 level, work
history and community involvement. Individuals to make the criteria were then
referred for an assessment of math language and dexterity skill.
This paper researched three areas, the importance of employee's basic skills and
use of pre-employment assessment confirm these skill and recruitment and
selection of quality workforce. Studies have shown that pre-employment
assessment is one of the most successful tools for job applicant's probable
job performance. Basic skills are critical for prospective employs to process to aid
their employers need to be competitive in today's ever-changing market. A quality
work force is vital for companies to develop and succeed. Therefore, having an
appreciation of the process of requirement and selection for a quality workforce is
essential.
The issues researched were all crucial in the development of the recruitment and
assessment process implemented by workforce resource Inc., for Tata motors
workforce need. For TATA Motors workforce building a company and hiring a
new workforce can be every challenging, especially when the need is to hire
several hundred people over a five-month period. With an average unemployment
rate of 3.0% building a workforce in the CHINNCHWAD is a great challenge.
TATA MOTORE LIMITED formerly known as TELCO (TATA Engineering and
Locomotive Company) is a multinational corporation Headquarter in Mumbai
India.
TATA Motors Limited is India's largest automobile company, with consolidated
revenues of RS.92.519. Corers (USD 20 billion) in 2009-10. It is the leader in
commercial vehicles in each segment, and among the top three in passenger
vehicles with winning products in the compact midsize car and utility vehicle
segments. The company is the world's fourth largest truck manufacturer, and the
world's second largest bus manufacturer. The company's 24000 employees are
guided by the vision to be "Best in the manner in which we operate, best in the
products we deliver, and best in value system and ethics." Established in 1945,
TATA Motors presence indeed cuts across the length and breadth of India Over 5.9
million TATA vehicles ply on Indian roads, since the first rolled out in [Link]
Company's manufacturing base in India is spread across Jamshedpur (Jharkhand),
Pune (Maharashtra), Lucknow (Uttar Pradesh), Pant Nagar (Uttarakhand) and
Dharwad (Karnataka). Personal management is productive exploitation of
manpower resources. This is also termed as “Manpower management.” Manpower
management is choosing the proper type of people as and when required. It also
takes into account the upgrading in existing people. Manpower management starts
with manpower planning. Every manager in an organization is a personal man,
dealing with people.
MILESTONE OF TATA MOTORS
The TATA group is one of India's largest and most respected business
conglomerates. The group business are spread over seven business sectors.
Foundation (1868-1931)
Consolidation (1932-1989)
Expansion (1990 onwards)
1945 - Tata Engineering and Locomotive Co. Ltd. were established to
manufacturer locomotives and other engineering products.
1954-Tata launched its first Mercedes Benz diesel truck, Telco.
1977-First commercial vehicle manufactured in Pune.
1986- Production of first light commercial vehicle, TATA 407, indigenously
designed followed by TATA 608.
1989-Introduction of the Tata mobile 206 - 3rd LCV model.
1991-Launch of the 1st indigenous passenger car Tata Sierra.
1994-Launch of Tata Sumo- the multi utility vehicle. Launch of LPT 709-a full
forward control, light commercial vehicle.
1995-Mercedes Benz car E220 launched.
1996-Tata Sumo deluxe launched.
1997-Tata Sierra Turbo launched.
1998-Tata Safari-India's first sports utility vehicle laughed INDICA, India’s first
fully indigenous passenger car launched.
2000-Launch of CNG buses.
2001-Launch of CNG Indica, Launch of the TATA Safari EX.
2002-Patrol version of indica V2 launched, launch of the EX-series in commercial
vehicles launch of the TATA Sumo ‘+’ series.
2003-Launch of the TATA Safari Limited Edition on 29th July, J.R.D. Tata's birth
anniversary, TATA engineering becomes TATA Motors Limited.
2004-Tata motors acquire Daewoo Commercial Vehicle Company, South Korea.
2005-Tata Ace, India's first mini truck launched. Branded buses and coaches- Star
bus and Globuslaunched.
2007-Latest common rail diesel offering the Indica V2 Decor, launched.
2008 - Launch of the new Sumo - Sumo Grande, which combines the looks of an
SUV with the comforts of a family car. TATA Motors unveils its people's car
NANO, at the ninth Auto Expo, Xenon 1-ton pickup truck launched in Thailand.
2009-Tata Motors launches the Sumo Grande MK 2. Launch of premium luxury
vehicles Jaguar XF, XFR and XKR and Land Rover Discovery 3, Range Rover
Sport and Range Rover from Jaguar and Land Rover in India. First Jaguar Land
Rover showroom opens in India.
2010- Tata motors passenger car division launches ‘TATA Motors Service edge’
For leading edge customer services.
2011-The TATA NANO begins international journey in Shrilanka and Bangladesh
TATA Indica Vista launched. Tata motors complete 50 years of its International
Business.
2012-Tata Motors enters Bangladesh's new car market, launch of PT. Tata Motors
Indonesia, Tata motors enters into distribution agreement in Myanmar.
2013-TATA motors launch the world-class range of Tata PRIMA trucks in
Shrilanka.
2014-TATA Motors launched the all-new car the classy sedan-Zest and Bolt
showcase the new DNA in ‘New Delhi’.
Launching F-ironic automated manual transmission technology for Zest first-class
for compactseden.
2015-Tata Motors launches its new Sigma range of commercial vehicles.
Tata Motors launched of its 100000th Tata ACE Zip at Dharwad in Karnataka.
2016-Tata motors has to be launch of the Tata Tiago.
2017- Tata
motors announced the launch new Tata Ace XL range of small commercial
cargo vehicles.
2018- Tatamotors are set to launch the production version of the 45 X that was displayed
at the 2018 Delhi Auto Expo which will be their premium hatchback offering in
the country.
2019-tutu Harrier, it was launched on 23 January 2019.
