1. PRESENTATION ON “ MANPOWER PLANNING AT AURANGABAD POLYCONTAINERS Pvt. Ltd ” PRESENTED BY : Nilesh L. Rane PROJECT GUIDE: MR. Md. FAROOQUE KHAN.

2. 1) To study the impact of “Manpower Planning” study. 2) To evaluate the analysis of workforce & availability of workers in organization to fulfill the particular task within specific time. 3) To give overview about actual Manpower at present available in the Aurangabad Polycontainer and into the organization due to increase in production, work force and work load into the organization due to increase in market demand. OBJECTIVES OF STUDY

3. The project is under taken with for with prime motive of undertaking the “Manpower Planning” study of workers in Aurangabad Polycontainer Ltd. The concept of “Manpower Planning” study is explained in this Project with the help of periodic Review through Analysis of work force And Availability of workers in the organization to fulfill that particular task within a specific stipulated time. The various Aspect of “Manpower Planning” has been discussed in brief followed by a “Case study on Aurangabad Polycontainer ltd. EXECUTIVE SUMMARY

4. INTRODUCTION According to Geisler, "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 time doing work for which they are economically most useful.” Manpower Management is about managing people. It is a process of binding people and organizations together so that the objectives of each are achieved.

5. ORGANISATION PROFILE Aurangabad Polycontainer co. Ltd. Was established in 1998 and after that, this was recognized as well known company that was developed very fastly. Company having three plants in all over India. The owner of company is Mr. Sandeep Borade. It is one of the leading companies of disposable cups, bowls, plates, and cutlery and food containers in Maharashtra. They are producing cups ranging from 50cc to 3000cc in their high-tech modern machines with their numerous forming tools.

6. MISSION To achieve international standards of excellence in all aspects of polycontainer business with focus on customer delight through value of products and services, and cost reduction. To maximize creation of wealth, value and satisfaction for the customers. To attain leadership in developing, adopting and assimilating state-of- the-art technology for competitive advantage. VISION A major diversified, transnational, integrated energy company, with national leadership and a strong environment conscience, playing a national role in Polycontainer security & public distribution.

7. Methodology includes the following concepts as they relates to a particular discipline inquiry. A collection of theories, concepts or Ideas. Comparative study of different approaches; and Critique of the individual methods RESEARCH METHODOLOGY

8. Data Collection :- Primary Source of Data :- For this project primary data collected by, Feedback through Discussion and Questionnaire With Management and Authorities. Yes/No type feedback from workers On job observation Secondary Source of Data:- The secondary sources used for collecting the data are : INTERNAL SOURCES : Company reports, company publication, company brochures. EXTERNAL SOURCES : News paper, Internet, Data is collected from different books

9. LIMITATION OF STUDY Many employees gave safeguarded answers to some crucial questions. Some of them did not fill the questionnaire due to lack of time. Response could not be collected from the total sample selected. Some of the questionnaire could not be completed due to reasons other than time Factor Interviewers were unwilling in answering all the questions of the survey.

10. Process of Manpower Planning Step 1]Forecasting demand for manpower Estimating the demand for manpower is the starting point of the human resource planning. The corporate plan and its various components, such as finance, marketing, production plans can be used as the basis for developing the manpower planning model. Analysis of the organizational plans helps in forecasting the demand for human resources since it provides clear indications as to the quantum of future work activity Step 2]Analyzing Human Resources Supply The human resources demand of an organization can be drawn from two sources of supply - one is the existing human resources in an enterprise and the other is the open external market. Most experts have agreed that the search for manpower must always being within the organization where a thorough check on the quantity and quality of existing employees can be made to get a manpower audition.

11. NEED AND IMPORTANCE OF MANPOWER PLANNING 1] For Placement 2] For Future needs 3] For change in technology 4] To deal with surplus and shortage of labors 5] To minimize Labor Turnover 6] To deal with environment 7] To reduce labors costs

12. DATA PRESENTATION, ANALYSIS & INTERPRETATION These Questionnaires asked to 60 (12% of total population) employees within the Organization. FOR THE EMPLOYEE Q1. Are you satisfied with the management policy of Manpower Planning ? Yes. No. Can’t say.

13. Q2. Whether the centralization process good for better results? Yes. No. Can’t say.

14. Q3 Are you satisfied with Manpower planning of Organization? Yes No

15. FOR HR MANAGER Q1 Do you take in to consideration of the other department’s opinion? Yes No 84% take the consideration of the other departments opinion

16. Q2 Are you satisfied from the work of employee? Yes. No. Can’t say. Inference: The Top, Middle & Lower level management were satisfied from the work of employees i.e. 74%.

17. Q3 whether the employees feel comfortable in organization with manpower planning? Yes. No. Can’t say. Inference: Most of the employees feel comfortable in organization with Manpower Planning i.e. 62% employees.

18. FINDINGS Q1) Most of the employees i.e. 72% are satisfied with the management policy of Manpower Planning. Q2) Most of the employees i.e. 78% said that centralization process is good for better results while 22% employees found the centralization process is not good for better results. Q3) About 70% employees are satisfied with Manpower Planning of organization while 30% employees are not satisfied. FINDINGS FOR HR MANAGER Q1) 84% take the consideration of the other departments opinion. Q2) The Top, Middle & Lower level management were satisfied from the work of employees i.e. 74%. Q3) Most of the employees feel comfortable in organization with Manpower Planning i.e. 62% employees.

19. SUGGESIONS As the company has a monopoly in the market there is a drastically need and requirements for increasing the manpower which will need in advance manpower planning to meet future requirements. The manpower planning should start in advance not too early or late but Just In Time (JIT). The company should adopt latest technology for increasing the production capacity. At the same time manpower planning of well experienced employees should be recruited. The strength of employees in all departments should be increased as per the requirement for expansion and diversification of the business. Motivation to inspiring Employees to hold, so that stress of manpower planning will be minimized

20. CONCLUSION Manpower planning also helps to increase productivity and to reduce labour turnover absenteeism, wastages, etc. Manpower planning helps to enhance the efficiency and effectiveness of workers/employees towered the work. Manpower planning plays vital role in each and every organization. Manpower planning is a key towards success of the organization. It is an “problem solving and profit making” device.