It is unfortunate that instead of HRD the Indian Railways still uses the terminology ManPower which ia highly gender sensitive, So I have used HRD where ManPower is used.
HRD(MANPOWER) PLANNING:
HRD(Manpower) planning is a process
which aims to have the right number of
staff at right places with right type of skills at right times to enable
the organization to achieve its short term and long term goals. In other words, HRD(Manpower) planning is the
system, which ensures the HRD(Manpower) availability at a given point of time.
HRD(Manpower)
planning means establishment of job specifications or the qualitative
requirements of jobs to determine the number of people required and to find
supply source.
HRD(Manpower)
recruitment is related to matching the personal qualities of employees with the
job requirements.
Job analysis and Job description:
Job analysis means analyzing the
corporate plans, objectives, finance, investments, products, marketing etc.
with the trend of turnover, promotion patterns, transfers, qualifications,
training, experience, performance standards and performance actual.
Job
description includes job design, job specifications, job enlargement, job
enrichment, job responsibilities etc.
When these elements are co-related, the job demand is known. Job
analysis, job specification and job design are the important factors involved
in human resource development and HRD(Manpower) planning.
Assessment of HRD(Manpower) in
Railways
In
open line, factors like normal wastage,
death, deputation, dismissal, creation of assets and posts, leave reserve, rest givers, yardsticks etc.,
influences the assessment of HRD(Manpower).
In
construction projects, performance evaluation and review technique, phasing of
work etc., are used to assess the HRD(Manpower).
There
have been dynamic change in the technology and modernization, electrification,
computerization, mechanization of track maintenance etc. are taking place at
fast rate to meet the challenges of traffic requirements in Indian
Railways. To meet the challenges of the
changing environment, systematic HRD(Manpower) planning is essential. Therefore
a category-wise analysis of staff should be carried out, to identify surplus
and to arrange HRD(Manpower) in the areas of need. This adjusts the surplus in
one category to other categories, where there is demand. HRD(Manpower) planning
ensures that the existing HRD(Manpower) is utilized to the maximum possible
extent.
HRD(Manpower)
planning emphasize on training to different categories of staff to improve the
skill and to increase productivity. This step reduces the availability of
unskilled staff, increase productivity and maximize HRD(Manpower) utilization.
Regular conversion training programmes reduce the wastage of HRD(Manpower) due
to changeover. The staffs are also deputed for refresher course, conversion
course, promotional course etc. with the aim to develop organizationally
effective personnel with pride in their work and faith in management.
The
primary objective of the HRD(Manpower) planning is to ensure the availability
of the required skill and to reduce wastage. When the HRD(Manpower)
availability is clearly known arrangements can be easily made to cater to the
additional needs of HRD(Manpower) as indicated in the forecasts. Normally, the
field officers responsible for executing the job are responsible for the HRD(Manpower)
planning.
CONCEPTS IN MAN POWER
PLANNING
INTRODUCTION:
The factors that constitute any
organization that engaged in production or business are Men, Money, Machines, Materials and Methods. Machines are assets which depreciate with
service and become scrap. HRD(Manpower)
is an asset and able to change, to grow and to enlarge his value.
MAN POWER PLANNING:
Basically MPP involves and locating
‘a job for a man’ as well as preparing ‘a man for a job’. MPP is a process which aims to have the right
number of men at the right places with right type of skills required to enable
the organization to achieve its goal.
The MPP consists of recruitment of men and transforming the men to the
organization requirement. Thus MPP may
be defined as a strategy for the procurement, development, allocation and
utilization of human resources.
OBJECTIVES OF MPP
- To ensure the human resources currently employed.
- To plan future man power needs.
- To anticipate reduncies and avoid unnecessary situation.
- To determine proper training levels.
BENEFITS OF MPP
Reducing
man power costs.
Getting
best contribution from the employees.
Motivating
the existing employees.
Developing
the existing HRD(Manpower).
MPP IN INDIAN RAILWAYS:
The efficiency of the railways is
expressed in terms of operating ratio.
The OR represents the percentage of working expenses to gross earnings.
OR = Working Expenses x 100
Gross earnings
If
the percentage is less than 100 it means the particular zonal railway is making
a profit and if the percentage is more than 100, then the particular railway is
making a loss.
The
expenses on staff are more and any reduction will make the railway a better
operating ratio. Expenses on account of
other components like fuel, material and service cannot be reduced.
OR & MPP
In
order to control the expenses on staff, the concept of MPP can be
utilized. The concept of MPP involves
(a) Quantity control and (b) Quality Development.
QUANTITY CONTROL:
It does not mean to reduce the HRD(Manpower)
but aims at having a potential and effective personnel. To control the quantity of HRD(Manpower), the
following methods are used in railways:
a) Rightsizing the strength
b) Restriction in intake (1:1 for
death cases & 1/3 of NR & VR cases)
c) Benchmarking, Work-study and
other MPP tools.
d) Identification of redundancies
and effective redeployment.
e) Reclassification.
QUALITY DEVELOPMENT:
The quality of the employees can be
developed in the following ways in order to control the expenses on staff:
Training.
Motivation.
Incentives,
Awards, etc.
Introduction
of GDCE.
Cadre
restructuring.
Introduction
of DRQ in higher grades.
MPP
AUTHORITIES
|
Railway
Boards
|
Member /
staff
|
MPP
Directorate
Efficiency
& Research Directorate
|
|
Zonal
Headquarters
|
CPO
|
Nodal
Officers nominated for each Department
of the zonal railway
|
|
Divisions
|
ADRM
|
|
|
Workshops
|
CWM
|
|
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