A

PROJECT REPORT

ON

“THE STUDY OF MANPOWER PLANNING”

AT

WHIRLPOOL OF INDIA LTD, PUNE

SUBMITTED BY

Mr. DEVANAND D. CHANORE

MBA (HRM)

2013-2014

IN THE PARTIAL FULFILLMENT OF THE

MASTERS IN BUSINESS ADMINISTRATION (MBA)

(HUMAN RESOURCE MANAGEMENT)

TO

UNIVERSITY OF PUNE

THROUGH

INDIAN INSTITUTE OF COST AND MANAGEMENT STUDIES AND RESEARCH (INDSEARCH)

PUNE

Acknowledgement

I am sincerely thankful to Mr. Ahbn. Reddy, (Plant Director) & Mr.Mahendra Patil, (GM.

–Human Resources) for giving me this great opportunity to do a Summer Internship Project

in Whirlpool of India Ltd. Pune.

I would like to extend my foremost gratitude to Mr. Mahendra Patil, Plant General

Manager of Human Resource, Mr. Niyaj Ahmed Sr. Executive Manager WOIL & Mr.

Vaibhav Mali Sir, under whose guidance I completed training and for encouraging me to

participate in the activities in the company.

I would also like extend my sincere thanks to Dr. Ashok Joshi Director of Indsearch Pune,

for giving me this opportunity of doing this project to my Faculty Guide Dr. Ramrao

Randive and all my friends.

A project bears the imprint of many people and it becomes a pleasant duty to express my

heartiest gratitude towards them.

My cordial thanks to all those directly or indirectly contributed intellectually and materially in

words and action, for the preparation of this desertion.

Devanand D. Chanore

Indsearch

DECLARATION

I hereby declare that this Project Report titled “MANPOWER PLANNING ”- a study with

special reference to, Whirlpool of India Limited, PUNE is my original work and it has not

previously formed for the basis for the award of any diploma, degree, fellowship, association

ship or other similar title. This work was carried out by me in the year 2013 as the Masters

in Business Administration (MBA) under the guidance of Dr. Ramrao Randive, Indian

Institute of Cost and Management Studies & Research (IndSearch) PUNE.

Name of the guide, Signature of the student,

Dr. Ramrao Randive DEVANAND D. CHANORE

IndSearch, Pune MBA-HRM-1,

IndSearch

INDIAN INSTITUTE OF COST AND MANAGEMENT

STUDIES & RESEARCH, PUNE(An Autonomous Institute under university of Pune)

CERTIFICATE

TO WHOMSOEVER IT MAY CONCERN,

This is to certify that the project work titled “MANPOWER PLANNING” at the “WHIRLPOOL OF INDIA LTD. Pune” is an original work done by Mr. Devanand D. Chanore, Roll No. 04 pursuing the MASTERS IN BUSINESS ADMINISTRATION IN HUMAN RESOURCE MANAGEMENT (MBA-HRM) at Indian Institute of Cost and Management Studies & Research (IndSearch), an autonomous Institute under the University Of Pune in partial fulfillment for the criteria of Industrial Training and Summer Internship in Human Resources Department.

All important sources have been duly acknowledged in this report.

Prof. Ramrao Randive Dr. Ashok Joshi(Project Guide) (Director- Indsearch Pune)

Date:

PREFACE

This Summer Internship Program has been carried out at “Whirlpool of India

Limited Pune” as a part of academic requirement to learn various function of

Human Resource Department. A study of this sort is intended to provide a fair

idea of Human Resource Management in an Organization.

This project gives the reasonable understanding of the organization its origin

and different services in the organization. Human resource planning allows

forecasting the future manpower Requirements and also to forecast the number

and type of employees who will be required by the enterprise in a near future.

In the long term period, success of any organization depends on whether the

right people are in the right places at the right time, which is the nature of

human resource planning. When it concerns human resources, there are the more

specific criticisms that it is over-quantitative and neglects the qualitative aspects

of contribution

The experience of going through the activity of an established organization like

“Whirlpool of India ltd.” which is one of the best organizations in the world

and study the HR of such a large scale organization has given me immense

knowledge and developed hunger for learning more about HR profession in

future.

TABLE OF CONTENTS

CHAPTER TOPIC NAME PAGE NO.

1. Executive Summary 1

2 Introduction of the Topic 3

3. Company Profile 4

4. Objectives & Scope of the Project work 18

5. Theoretical Framework 19

6. Research Methodology 24

7. Analysis and Data Interpretation 29

8. Finding & Limitation 42

9. Conclusions And Suggestions 43

10. Annexure 44

11. Bibliography 46

1.EXECUTIVE SUMMARY

This project was undertaken with the perspective of fulfilling the MBA-HRM course curriculum requirement of the Indsearch, Pune campus affiliated to the PUNE University. In order to groom the student for the corporate world and establish a stronger hold over the academic knowledge they have gained, the student was required to undertake an Internship for duration of 2 Months.

The project was undertaken at the Human Resource (HR) department of the Whirlpool of India Ltd (WOIL) in Pune Plant. WOIL is one of the leading companies in the home appliances industries. The main business activity of this Pune plant is to manufacture and export the Refrigerators.

The project was selected to identify the critical parameters that will help in increasing & forecasting the Manpower planning of the employees at Whirlpool of India. Project mainly aims at Manpower Planning is the a process of forecasting, developing, controlling by which organization ensure that it has the right number of people, right kind of people at right place at right time doing work for their economically most useful.

The research method use for this project is, Descriptive, Analytical, Applied, Fundamental, Qualitative, Quantitative, Conceptual & Empirical method. In this project I studied the meaning of Manpower Planning, various activities approaches and techniques. While conducting the project I also studied the different types of Techniques & Methodology used by Whirlpool. In Data analysis & Interpretation, I found past records of employee consistency, of the company. While studying the project I observed the various Manpower Planning technique used for their forecasting demands, Balance supply & Demand. The data, conclusion and the suggestions related of this project is mainly based on following sources:

• Employee interview with the help of short questionnaires.• Discussions with organization members related with manpower.• Analysis of different organizational Activities.• Absenteeism, Recruitment, Daily manpower report, Policies, Contract

labour report, Attendance, Training & Development.

2.INTRODUCTION TO THE TOPIC

MANPOWER PLANNING

“Human resource planning is the process of determining manpower requirements and

the means for meeting those requirements in order to carry out the integrated plan of the

organization”.

Manpower planning is the process including forecasting, developing and controlling by which

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

places, at the right time doing work for which they are economically most useful.

Human resources are regarded as the only dynamic factor of production. Other factors like

materials, methods, machines, money etc. are useless without their effective use by the

human resources. Thus, it is logical that there should be proper manpower or human resource

planning in the organization to use the other resources effectively.

Human resource planning is an integrated approach to performing the planning aspects of the

personnel function in order to have a sufficient supply of adequately developed and motivated

people to perform the duties and tasks required to meet organizational objectives and satisfy

the individual needs and goals of organizational members.

3.COMPANY PROFILE

ORGANIZATION PROFILE

From its beginning as a manufacturer of electrically powered clothes washers, Whirlpool

Corporation has become the world's leading producer of major household appliances. Its main

products include home laundry equipment, dishwashers, refrigerators, freezers, ovens, ranges,

room air conditioners, and mixers and other small household appliances.

The company's appliances are sold in more than 170 countries worldwide under such brand

names as Whirlpool, Kitchen-Aid, Roper, Estate, Bauknecht, Ignis, Polar, Brastemp, Consul,

and Eslabon de Lujo.

Whirlpool is a major supplier of appliances to Sears, Roebuck and Co., which accounts for

about one-fifth of Whirlpool's net sales; these include Whirlpool-made products marketed

under Sears' Kenmore brand, as well as Whirlpool and Kitchen-Aid brand products.

The corporation has 47 manufacturing locations, ten of which are in the United States; the

remaining are in Canada, Mexico, France, Germany, Italy, Poland, Slovakia, South Africa,

Sweden, Brazil, China, and India. Two-thirds of sales are generated in North America, 20

percent in Europe, and 11 percent in Latin America.

VISION

“Every Home… Everywhere… with Pride, Passion and Performance”

Company vision reinforces that every home is our domain, every customer and customer

activity our opportunity. This vision fuels the passion that we have for our customers, pushing

us to provide innovative solutions to uniquely meet their needs.

Pride... in our work and each other. Passion...for creating unmatched customer loyalty for our

brands.

Performance...that excites and rewards global investors with superior returns.

We bring this vision to life through the power of our unique global enterprise and our

outstanding people... working together... everywhere.

MISSION

“Everyone, Passionately Creating Loyal Customers for Life” Our mission defines our

focus and what we do differently to create value. We are a company of people captivated

with creating loyal customers. From every job, across every contact, we will build unmatched

customer loyalty…one customer at a time.

VALUES

Our values are constant and define the way that all Whirlpool Corporation employees are

expected to behave and conduct business everywhere in the world.

Respect — We must trust one another as individuals and value the capabilities and

contributions of each person.

Integrity — We must conduct all aspects of business honorably – ever mindful of the

longtime Whirlpool Corporation belief that there is no right way to do a wrong thing.

Diversity and Inclusion — We must maintain the broad diversity of Whirlpool people and

ideas. Diversity honors differences, while inclusion allows everyone to contribute. Together,

we create value.

Teamwork — We must recognize that pride results in working together to unleash everyone’s

potential, achieving exceptional results.

Spirit of Winning — We must promote a Whirlpool culture that enables individuals and

teams to reach and take pride in extraordinary results and further inspire the "Spirit of

Winning" in all of us.

History:Washing Machine Beginnings

The company that preceded Whirlpool was founded in 1911 by Lou Upton and his uncle,

Emory Upton, who lent their family name to the machine shop they opened in St. Joseph,

Michigan. Lou Upton, a life insurance salesman, had recently lost his investment in a small

appliance dealership that had failed. In an attempt to compensate Upton for his loss, the dealer

gave him the patent for a manually operated clothes washer.

Emory Upton was able to outfit the machine with an electric motor, and--with a $5,000 stake

from L.C. Bass ford, a Chicago retailing executive--the Upton Machine Company began

producing electric wringer washers. The company soon snared its first customer, the Federal

Electric division of Chicago-based Commonwealth Edison.

The relationship lasted three years, until Federal Electric began manufacturing its own

washers. Although losing this customer was a major blow, the company stayed afloat by

manufacturing toys, camping equipment, and automobile accessories until it rebounded in

1916 with an agreement to produce two types of wringer washers for Sears, Roebuck and Co.,

which at that time operated exclusively through mail order.

In order to avoid total dependence on the Sears account, however, Upton also launched a

washer under its own brand name in the early 1920s. During the 1920s, Sears's expansion

into retailing and its selection of Upton as its sole supplier of washing machines forced the

company to find a way to increase its manufacturing capacity and distribution efficiency.

India Story1987 Whirlpool and Sundaram clayton of India enter into a joint

venture to form TVS Whirlpool Limited.

1995 A majority control is acquired in TVS Whirlpool Ltd. And

Kelvinator of India is acquired.

1996 Kelvinator of India and Whirlpool Washing Machines Ltd. is

combined to form Whirlpool of India.

1999 Whirlpool of India crosses the milestone of 1 million in sale of

appliances.

2005 Registered profit and sold 1.4 Million appliances.

2009 Whirlpool 2nd largest brand in the country for refrigerators and

washing machines combined.

2010 Whirlpool launches first 3-door fully automatic frost free

refrigerator.

2012 Whirlpool launches ACE Washing Machine in the market, which

got huge success

KEY DATES

1908: The first Automatic washer was launched to public in late 1908, by 1900 Corporation

which in 1911 was renamed to Upton Machine Company.

⇔ 1911: Louis Upton founded the Upton Machine Company in this year to produce

motor-driven wringer washers

⇔ 1916: First order of washers was sold to Sears, Roebuck & Co.

⇔ 1929: Upton Machine Company merged with Nineteen Hundred Washer Company of

New York

⇔ 1948: First 'Whirlpool' brand automatic washer with dual distribution was introduced.

It included two product lines one each was distributed through Sears and Nineteen

Hundred.

⇔ 1957: The company was rechristened as ' The Whirlpool Corporation.'

⇔ 1958: The company moved out of country for the first time and invested in Brazilian

appliance market through purchase of equity in Multibras S.A.

⇔ 1968: The Elisha Gray II Research & Engineering Center was completed in Benton

Harbor. In the same year the company's revenues crossed the legendary $1 Billion mark

for the first time.

⇔ 1978: Within a decade company doubled its feat of $1 Billion mark and reached the $2

billion revenue level.

⇔ 1986: The 'Kitchen Aid' division of Hobart Corporation was purchased.

⇔ 1987: Whirlpool tied-up with Sundaram Clayton Ltd. of India to form Whirlpool Ltd.

⇔ 1989: This was a historic year since the revenues catapulted to heights of over $6

Billion mark. Also, the joint venture with N.V.Philips of Netherlands called Whirlpool

Europe B.V. was formed to manufacture and market appliances in Europe.

⇔ 1990: Company established joint venture with Matsushita Electric Company of Japan to

produce vacuum cleaners for the North American market.

⇔ 1991: The Company introduced and committed globally to its Worldwide Excellence

System, which is a TQM program dedicated to exceeding customer expectations. The

vision to globalize 'Whirlpool Corp'. was realized in the same year.

⇔ 1993: First time Whirlpool became the No.1 stand-alone brand in UK, Ireland,

Netherlands and Belgium

⇔ 1995: Whirlpool Corp. acquired majority of stake in the TVS Whirlpool Ltd. The DC

manufacturing facility of Kelvinator India was also acquired.

⇔ 1996: Whirlpool Washing Machines Ltd. and Kelvinator India Ltd. merged together to

form Whirlpool of India Ltd.

⇔ 1998: This year gave birth to a new company vision that says, "Every Home

Everywhere with Pride, Passion & Performance."

⇔ 1999: Whirlpool of India crossed the milestone of 1 million sales of appliances.

⇔ 2001: Whirlpool India registered profit & sold 1.2 million appliances. It also achieved

the No.1 position in DC & FA.

⇔ 2002: The Aircon range was successfully launched and the Whirlpool of India acquired

6% market share.

⇔ 2003: A new mission statement of "Everybody creating loyal customers for life" was

adopted.

⇔ 2005: Received the 2005 American Business Ethics Award, which honors companies

that exemplify high standards of ethical behavior in their everyday business conduct.

⇔ 2006: Honored with the 2006 National Award for Ethics & Values from the

Confederación de Cámaras Industriales de los Estados Undo’s Mexicanos.

⇔ 2006: Whirlpool Corporation acquires Maytag and become the World’s largest white

goods company.

⇔ 2007: Received the 2007 Cause Marketing Golden Halo Award for Business, America's

highest honor for companies and organizations that give back to the community through

creative and effective cause marketing campaigns

Different Departments of the

organization

AHBN Reddy

Plant Director

GMOPERATION

GM.QUALITY

GM.PROCESS GM.HR PROCUR

EMENTGM.FINANCE

Deputy.Manager

Acct.

Deputy Manger Excise

ORGANIZATION STRUCTURE OF HRM

DEPARTMENT

Total Trainee, Labour & Operator required in DepartmentMANPOWER REQUIRED ACTUAL DIFFERENCE

TRAINEE 2250 1750 500

CONTRACTOR 7600 7215 385

OPERATOR 3650 3240 410

TOTAL 13500 12205 1295

TRAINEE CONTRACTOR OPERATOR TOTAL0

2,000

4,000

6,000

8,000

10,000

12,000

14,000

REQUIREDACTUALDIFFERENCE

MANUFACTURING FLOW CHART OF GNF REGRIGERATOR

FC - Freezer compartmentRC - Refrigerator Compartment

Preparation of Liner sheet Main Line Main Line

HIPS Master Batches Metal Sheet Roll

Heat Treatement Cutting of metal Roll to form Sheet

Addition of Glossy material

Sheet Wrapper Back Panel

Cutting Of Sheet into RC Cabinet& FC Liner

Condenser Fitting

Heat Exchanger & WiringFC Liner

Capillary RoutingRC Liner

Cabinet goes into Oven

Cabinet Foaming

Quality Check Point

Front Side Back Side

Attachment of Evaporator Attachment of Dryer in RC

Fitting Of Compressor

Raw Material store Raw Material store

To be

Putting Chiller Tray in RC Helium Leak Testing (If test is +ve then

Putting Shelfs in RC sent for rework) Foamed RC Door Removal of Helium Gas

Rework Attaching RC Door to freeze Vacuuming ( To remove

Foamed moisture & air from system) FC Door

Attaching FC Door Filling of Cooling Gas to freeze (R134 A)

Attaching Handles Testing of Freeze for to FC & RC Doors its function

Testing For leakage of Gas

Lebelling

Packaging

Sealing

Storage

WHIRLPOOL PRODUCT RANGE

(1)Refrigerator

(2)Air Conditioners (3) Washing

Machin

(4)Water purifier (5) Microwave Ovens

AWARDS AND ACHIEVEMENT

Whirlpool Corporation has been honored with two if Product Design Awards

2009, respectively, for the Whirlpool Glamour Oven and for GREENKITCHEN,

a kitchen eco-system design concept. The announcement was made in Nov 08

by the if Industries Forum Design GmbH., and represents GREEN Kitchen's

second design award in the past two months, following its Gold SPARK Award,

won in October 2008.

2009: Whirlpool was voted Product of the Year and received the award for

the 'Best Innovative Product' in the popular refrigerators category. This was

based on 40,000 consumers across 36 towns in India voting Whirlpool Frost Free

Refrigerators with 6th sense as the Best Innovation in the Popular Refrigerator

Category

2009: Hewitt ‘Best Employers in India’ 2009 Study

2009: Named one of the “100 Best Corporate Citizens” by Chief Responsibility

Officer (formerly Business Ethics) magazine in 2009 and from 2000-2007

2008: Included in the Dow Jones Sustainability, FTSE4Good and KLD Global

Sustainability Indexes, three of the world’s most comprehensive reviews of

sustainable business practices

2008: Named one of the “2008 World’s Most Ethical Companies” by Ethisphere

magazine

2008: Whirlpool OF India” was awarded the NDTV Profit Business &

Leadership Award 2008 for “The Best Consumer Durables Company.

2008: The Business Today - Mercer -TNS Study – 2008. ‘Top 20 Best

Companies to work for in India’

4.OBJECTIVE & SCOPE OF PROJECT WORK

Ø OBJECTIVE OF MANPOWER PLANNING

• To ensure effective utilization of human resources

• Analyzing the current manpower inventory.

• Making future manpower forecasts..

• To maintain Daily Manpower report, Contract report, & Absenteeism.

• To procure right type of persons at right time and at right job.

• To provide them right kind of training to increase their productivity.

• To satisfy them by providing monetary and non monetary benefits.

• To maintain high morale among the employees

Ø SCOPE OF MANPOWER PLANNING

Manpower planning means determining the number and kind of personnel required to fill

various positions in the organizations.

a) To make the list of current manpower.

b) To check how much current manpower is being utilized.

c) To find out how much manpower is required.

d) To make manpower purchase plans.

e) Recruitment, selection, placement of personnel.

f) Training and development of employees.

g) Performance appraisal of the employees.

h) Motivating the employees by providing them proper financial and non financial

incentives.

5. THEORITICAL FRAMEWORK

MANPOWER PLANNING

“Human resource planning is the process of determining manpower requirements and

the means for meeting those requirements in order to carry out the integrated plan of the

organization”.

Importance of Manpower planning

n It helps to face the shortage of certain categories of employees and/or variety of skills

in spite of the problem of unemployment.

n The rapid changes in technology, marketing, management etc. and the consequent

need for new skills and new categories of employees.

Need of Manpower planning:

n To plan for physical facilities, working conditions and volume of fringe benefits like

canteen, schools, hospitals, conveyance, child care centers, quarters, company stores

etc.

n It gives an idea of type of tests to be used and interview techniques in selection

based on the level of skills, qualifications, intelligence, values etc. of future human

resources.

n It helps to take steps to improve human resource contributions in the form of

increased productivity, sales, turnover etc.

n It facilitates the control of all the functions, operations, contribution and cost of

human resources.

Factors affecting Manpower planning

1. External factor

n Government’s policies

n Level of economic development including future supply of HR

n Business environment

n Level of Technology

2. Internal Factor

n Policies and strategies of the company

n Human resource policy of the company

n Job Analysis & Company’s production operations policy

n Time Horizons (long term or short term)

n Type and quality of information & Trade Unions

Process of Manpower planning

1. Analyzing organizational plans.

2. Demand forecasting

n Managerial Judgments

n Statistical Techniques – ratio analysis and econometric models

n Work study techniques

n Employment trends

n Replacement needs

n Growth and expansion

n Productivity

3. Supply Forecasting

n Existing inventory

n Potential losses – temporary/permanent

n Potential additions

4. Estimating the net human resource requirement

5. In case of future surplus – plan for redeployment, retrenchment and lay-off

6. In case of future deficit – forecast the future supply of human resources from all sources

with reference to plans of other companies.

7. Plan for recruitment, development and internal mobility if future supply is more than or

equal to net human resource requirements.

8. Plan to modify or adjust the organizational plan if future supply will be inadequate with

reference to future net requirements.

DUTIES AND RESPONSIBILITIES

A. PLANT MANAGER

Plant Manager (PM) will plan and control the overall operations of the plant.

He/she must ensure optimum production levels at desired quality levels within the targeted

budgets.

B.QUALITY MANAGER

Quality Manager / Assistant Manager will report directly to production manager.

He/ She must check and ensure the quality plans set by the company.

Periodical calibration of monitoring and measuring devices will be his/her Responsibility.

QM/ AM will have to co-ordinate with the customers during customer.

Inspections visits. In case of non-conformance, QM/AM must initiate corrective actions to

correct them. He/ she must monitor the rejection levels at different stages and must inform

the Production Manager to stop the production if any non conformance occurs.

C. QUALITY INSPECTOR

Quality Inspector (QI) will report to Quality Manager. He/ she must carry out inspections

to maintain the status at incoming, in-process and final stage of Refrigerator processing. QI

must give approval on incoming, regular production and final inspection components. He/she

must follow relevant documents like inspection plans, control plans etc to ensure quality .QI

must raise non-conformance in case of inward and in-process deviations in standards. He/she

must maintain quality system related documents and records pertaining to quality department.

QI must monitor and check all instruments for zero error.

D. PLANT SUPERVISOR

Supervisor will assign duties and tasks to subordinates. He/she must explain Show these

duties/ tasks are to be done.

It is supervisor’s responsibility to explain the subordinates on how the performance of these

duties are measured and evaluated.

Supervisors must create a supportive working and professional relationship with the

subordinates. He/she must provide a motivational work environment to get the best out of

everyone.Supervisor must facilitate constant development of each employee by providing

opportunities for advancement and future growth in the organization.

E. MAINTENANCE MANAGER

Maintenance Manager (MM) must ensure minimum level of inventory for necessary spares.

Routine, preventive and predictive maintenance schedule charts for all machines and

equipments must be prepared and maintained by Maintenance manager.

He/she must identify areas for constant improvement and must implement all appropriate

actions. MM must attend to any breakdowns in any machines. He/she must analyze the

intensity of faults to judge whether it is a minor or major issue, where an external service

provider is required. MM should disband the machine as per the manual to fix the faults.

F. OPERATOR

Operator must prepare the tools/ machines and settings for manufacturing operations.

He/she must handle the pre-requirement guidelines of the respective process as per the

manual.

6.RESEARCH DESIGN & METHODOLOGY

RESEARCH METHODOLOGY

According to Clifford Woody “Research comprises defining the problems, formulating

hypothesis, collecting, organizing & evaluating data, making deductions and reaching

conclusion & testing the conclusions to determine whether they fit the formulating

hypothesis.”

Research methodology is a way of systematically solving the research problems. It may be

understood as a science of how research is done. The purpose of research is to discover

answers to the question through application of scientific procedures.

Research form the foundation of any project that is undertaken. Research thus is an original

contribution to the existing stock of knowledge making for its advancement. It is the pursuit

of truth with the help of study, observation, comparison and experiment.

OBJECTIVES:

1. To study the introduction and meaning of “Human Resource

Management”.

2. To study Research Methodology process.

3. To study “Employee Engagement” in detailed.

4. To study the techniques and strategies of employee engagement.

5. To study the different approaches and benefits of employee engagement.

6. To know the employee engagement approaches of whirlpool india.ltd.

Research Design

“Research design is the plan, structure and strategy of investigation conceived so as to

obtain answer to research question and control variances’.”It acts as a base for the collection,

measurement, and analysis of data.

Types of Research Design

a) Exploratory Research:

An exploratory study often used as an introductory phase of a larger study and the results

are used in developing specific technique for the larger study. It is conducted to explore the

reasons behind a problem.

b) Descriptive Research:

Descriptive study is fact-finding investigation with adequate interpretation. It is the simplest

type of research & more specific than exploratory study as it has focus on particular aspects

of dimensions of the problem studied.

Data collection sources:

Both the primary and secondary sources of data have been used to conduct this study.

a) Primary Source

The primary data is that which the investigator has collected it for the first time for his

own use. This data is thus original in character. For the study purpose the required

information was collected through various primary sources like interviews, observations, and

informal discussions.

b) Secondary Sources

Secondary data is that which has been used in an investigation but originally collected by

someone else. Besides primary source, additional required information were collected from

various secondary sources like reports, newspaper, booklets, internet and other published

documents of the organization.

A) Primary Sources:

a) Interview:

This method is mostly used to get primary data. It is the method of data collection in which a

formal conversation takes place between the interviewer and the respondent. Interviews were

conducted for staff of the organization including managers.

b) Observation:

A more direct way of gathering information is to observe events, activities and operation

as they occur with regards to cause and effect. It has the advantage of putting research into

firsthand contact with reality. Different activities have been observed by going on plant shop

floor and stores.

c). Informal discussion:

Informal discussion was done with the concerned persons of different department to obtain

information that may be relevant and valuable for the study.

B) Secondary Sources:

a) Published Information of Organization:

Published information of Organization like broachers, official documents, republished

reports etc were reviewed to collect information about the organization, like its history and

performance over the year and many others.

b) Website:

The website of whirlpool of India Ltd. was also surfed for additional information like photos,

history and achievements etc

.

c) Organization’s Annual Report:

The most of the information was collected through this source like accounting facts &

figures, Company’s financial position etc.

SAMPLE SIZE DETERMINATION

Sample size determination is the act of choosing the number of observations data is been

collected from Whirlpool Corporation.

SAMPLE SIZE: 100

INSTRUMENT:

The research instrument used to carry out the project is Survey-Questionnaire.

The questionnaire was made by me and it was approved by the concerned authority, project

guide and HR-IR manager.

Development of survey instrument involved several steps.

The responses were evaluated on the basis of options given to the answers in questions and

the observation while conducting survey and the interactions with the respondents.

v Importance of manpower planning at whirlpool

Though this project on Manpower Planning is descriptive, analytical, Qualitative &

conceptual involves extensive use of data, it is very useful in Whirlpool organization, which

is given below:

1. Most of the data being primary & secondary in nature.

2.Descriptive research- are survey methods of all kinds, including comparative and

correlation methods.

3. Analytical research- The research has to use facts or information already available, and

analyze.

4. Applied research- Aims at finding a solution for an immediate problem facing a society or

an industrial/business organisation

5. Fundamental research - Concerned with generalisations and with the formulation of a

theory.

6. Qualitative research- Important in the behavioural sciences where the aim is to discover

the underlying motives of human behaviour. Through such research we can analyse the

various factors which motivate people to behave in a particular manner.

7. Company willing to provide confidential data, which would have proved to be useful for

study purpose for manpower planning & consistency.

8. Research has its special significance in solving various operational and planning problems

of business and industry

7.ANALYSIS & DATA INTERPRETATION

1. Yearly Manpower Planning Report

2. Manpower Consistency Data

Monthly Manpower counting Per Day 2012- 2013

sr.

no Contractor June July Aug Sept Oct Nov Dec Jan Feb March April May Average

1 Nikhil 44 52 45 46 40 44 45 46 66 50 66 47 50

2 Tirumala 41 43 34 45 41 38 42 29 39 32 35 31 38

3 BVG 80 49 35 51 52 57 66 72 95 83 101 80 68

4 Kranti 47 45 38 32 35 44 35 36 60 45 59 52 44

5 Ramling 42 41 33 32 42 39 50 100 71 50 51 41 49

6 Karan 37 33 28 44 61 57 85 82 76 68 72 61 59

7 Bharat 0 0 0 0 0 12 11 10 22 18 32 26 10

8 Yit 0 0 0 0 0 0 0 0 0 2 8 8 2

9 Prompt 0 0 0 0 0 0 0 0 0 0 13 19 3

10 Gaurav 0 0 0 0 0 0 0 0 0 0 5 14 2

7%8%

7%

7%

6%

7%7%7%

10%

8%

10%

7%8%

JuneJulyAugSeptOctNovDecJanFebMarchAprilMayAverage

Table-1

26 May, 2013 to 25 June, 2013J

Attendance

Percentage Working Days Manpower Count Percentage

100% > 25 days 189 39.79%

90% 22-24 days 70 14.74%

80% 20-21 days 28 5.89%

70% 17-19 days 27 5.68%

60% 15-16 days 19 4.00%

50% 12-14 days 26 5.47%

0-50% < 12 days 116 24.42%

Table-2

26 June, 2013 to 25 July, 2013

Attendance

Percentage Working Days Manpower Count Percentage

100% >15 days 62 18.51%

90% 13-14 days 74 22.09%

80% 11-12 days 54 16.12%

70% 9-10 days 48 14.33%

60% 8 days 22 6.57%

50% 7 days 15 4.48%

0-50% <7 days 60 17.91%

3.Total number of Manpower required in Production

Trainee Contract Operator Total

2303 8162 3628 14093

4.Departmentwise Distribution

Manpower in a Company

Department wise Distribution Of

Manpower

Department Manpower

CHU 2100

FINAL ASSEMBLY 1980

CABINET 1150

PAINTING 350

EXTRUSION 425

MAINTAINANCE 980

QUALITY 660

ONYX 2500

STORE 1125

PDC 655

TOOL ROOM 550

LOGISTIC 250

PROCESS 225

TOTAL 12950

16%

15%

9%3%3%8%5%

19%

9%

5%4%2%2%

CHUFINAL ASSEMBLYCABINETPAINTINGEXTRUSIONMAINTAINANCEQUALITYONYXSTOREPDCTOOL ROOMLOGISTICPROCESS

5. Total Manpower in a Company Shows consistency in a Department wise

distribution

DEPARTMENT Trainee Contract BC

GNF 1,262 6,989 1,609

ONYX 576 1,041 634

COMMON 11 454 372

INDIRECT 805 1,071 1,041

VENDOR 189 918 85

TOTAL 2,843 10,473 3,741

ANALYSIS AND INTERPRETATION OF DATA

(Depending on Participants Feedback)

(66% Married, 33% Unmarried, 1% Other

QUESTIONNAIRE

Que.1 Are you able to fulfill present project requirement with the present work force?

Interpretation :- 85% agree that they are able to fulfill present project requirement with the present work force where as 15% agree they are not able do

Yes No10%

20%

30%

40%

50%

60%

70%

80%

90%

it up to some extent.

Que.2 Which objectives of your company do you satisfy by doing manpower planning?

Interpretation:-23% people feel that manpower planning is important for Availability of manpower at right time 45% feel it is for Placing right person at right place 17% fill for increasing productivity of organization 15 % feel for over all development of organization.

Avalablity of Manpower at right time

Placing right person at right time

Increse productivity of organisation

Over all development of organisation

10%

15%

20%

25%

30%

35%

40%

45%

50%

Que.3 How do you forecast demand?

Interpretation :- 20% people say they do manpower forecasting on the basis of Managerial estimate 55% say on the basis of Skill inventory requirement 15% says on the basis of Replacement Charts, however 10% believe on Demographic changes.

Manageerial estimate skill inventories requirement

Replacment charts Demographic changes0%

10%

20%

30%

40%

50%

60%

70%

Que.4 What is present percentage of KSA (Knowledge/Skills/Ability) available internally?

Interpretation:-15%people says that present set of KSA (Knowledge/Skills/Ability) available internally is 50%,whereas 25% says it is 60%,however 65% thinks that the availability is 80%.

0.5 0.60000000000000064 0.8 10%

10%

20%

30%

40%

50%

60%

70%

Q.5 What percentage of KSA (Knowledge/Skills/Ability) is required to

achieve future goal?

Interpretation:- 5% of people says that 50% of KSA (Knowledge/Skills/Ability) is required to achieve future goal, however 39% says that 60% KSA is required , whereas 55% thinks that 80% KSA is required and only 1% believe that 100% KSA is required to achieve future goals.

0.5 0.60000000000000064 0.8 10%

10%

20%

30%

40%

50%

60%

70%

Responses

Que 6. I think my job is allocated to me according to my potential?

Interpretation:- 15% of people strongly agree that job allocated to them is according to their potential, however 45% people are agree with it, whereas 5% of people are neutral, however 20% disagree and 15% are strongly disagree.

Stongly agree Agree Neutral Disagree Strongly Disagree0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

Series 1

Que. 7 Did manpower planning help you during recession?

Interpretation: - 61% people thinks that manpower planning help them during recession, however 39% disagree with it.

Yes No35%

40%

45%

50%

55%

60%

65%

Responses

8.FINDINGS

• In WHIRLPOOL of India LTD, the employees seen to be satisfied about Manpower

Planning system.

• The employees are able to fulfill present project requirement with the present work

force.

• The employees are satisfied by availability of manpower at right time by doing

manpower planning.

• Man power planning places right person at right place.

• The employees think that Manpower planning also increase the productivity of

organization.

• A healthy percent of knowledge/skill/ability is available in the organization due to

Manpower Planning.

• Man power also helps in job allocation of employees according to their potential.

LIMITATIONS

• During the project there was the time constraint that did not allow me to observe the

actual Manpower Planning procedure being carried out.

• The research is being carried out through mailed questionnaire; there is lack of face to

face interaction with the employees.

• I had lesser opportunity to interact with the senior officials of Human Resources

Department.

• Due to company’s confidentiality about HR policies, these haven’t been shared

extensively, especially about the Man Power Planning.

10.AnnexureManpower Planning Research Survey

Date: 20/05/2013

QUESTIONNAIRE

Name: (Optional/ Will be kept confidential) ________________________________________Age-Group: 1) 18-25 2) 26-35 3) 36-45 4) 46 and above Trade: ___________________________________________ No of years in service: ________No of family members: ________ No of dependents: ________________________________ Marital Status: □ Married □ Unmarried □ Other

******************************************************************Q.1Are you able to fulfill present project requirement with the present work force?

a) Yes --------------- b) No --------------------

Q.2Which objectives of your company do you satisfy by doing manpower planning?

a) Availability of man power at right time b) Placing right person at right placec) Increase productivity of organization d) Over all development of organization.

Q.3How do you forecast demand?

a) Managerial estimate b) Skills Inventories requirement c) Replacement charts d) Demographic changes.

Q.4What is present set of KSA (Knowledge/Skills/Ability) available internally?

a) 50% b) 60% c) 80% d) 100%

Q.5 What set of KSA (Knowledge/Skills/Ability) is required to achieve future goal?

a) 50% b)60% c) 80% d)100%

Q.6I think my job is allocated to me according to my potential?

a) Strongly Agree b) Agree

c) Neutral d) Disagree e) Strongly Disagree.

Q.7 Did manpower planning help you during recession?

a) Yes b) No

11.BIBLIOGRAPHY

BOOKS

• Industrial Relation-2007, Arun Monappa.

• Industrial Relation, Trade Union and Labour Legislation-2009, P.R.N Sinha.

• Industrial Relation and Labour Laws-2009, S.C Srivastava.

• Dynamics of Industrial Relation-2008, C.B Mamoria.

• Industrial Relation-2006, C.S VenkataRaman.

RESEARCH PAPERS

• Ernest B. Akyeampong, Trends and seasonality in Absenteeism.

• Mariajosé Romero and Young-Sun Lee, A National Portrait of Chronic Absenteeism in the Early Grades.

WEBSITES

• www.whirlpool.com

• www.hr-guide.com

• www.google.com

• www.mytatamotors.com

• http://www.articlesbase.com/human-resources-articles/absenteeism-among-workers-1440722.html

• http://en.wikipedia.org/wiki/Absenteeim

• http://www.wisegeek.com/what-is-workplace-absenteeism.html