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, Dr. Ramrao Randive IndSearch, Pune

Signature of the student, DEVANAND D. CHANORE 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 (Project Guide) Date:

Dr. Ashok Joshi (Director- Indsearch Pune)

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 1. 2 3. 4. 5. 6. 7. 8. 9. 10. 11. Executive Summary Introduction
of the Topic Company Profile Objectives & Scope of the Project work Theoretical
Framework Research Methodology Analysis and Data Interpretation Finding &
Limitation Conclusions And Suggestions Annexure Bibliography

PAGE NO. 1 3 4 18 19 24 29 42 43 44 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 Story
1987 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

GM OPERATION

GM.QUALI TY

GM.PRO CESS

GM.HR

PROCUR EMENT

GM.FIN ANCE Deputy Manger Excise

Deputy. Manager Acct.

ORGANIZATION STRUCTURE OF HRM DEPARTMENT
Total Trainee, Labour & Operator required in Department
MANPOWER TRAINEE CONTRACTOR OPERATOR TOTAL REQUIRED 2250 7600 3650 13500 ACTUAL
1750 7215 3240 12205 DIFFERENCE 500 385 410 1295

14,000 12,000 10,000 8,000 6,000 4,000 2,000 0

REQUIRED ACTUAL
DIFFERENCE

TRAINEE

CONTRACTOR

OPERATOR

TOTAL
MANUFACTURING FLOW CHART OF GNF REGRIGERATOR

FC - Freezer compartment RC - Refrigerator Compartment Preparation of Liner sheet

Raw Material store HIPS Master Batches Heat Treatement Addition of Glossy material
Sheet Cutting Of Sheet into RC & FC Liner Wrapper Back Panel Cabinet Condenser
Fitting Heat Exchanger & Wiring FC Liner Capillary Routing RC Liner Cabinet goes
into Oven Cabinet Foaming Quality Check Point Front Side Attachment of Evaporator
in RC Back Side Attachment of Dryer Fitting Of Compressor Main Main Line Line Raw
Material store Metal Sheet Roll Cutting of metal Roll to form Sheet
To be

Putting Chiller Tray in RC Putting Shelfs in RC Foamed RC Door Attaching RC Door to

freeze Foamed FC Door Attaching FC Door to freeze Attaching Handles to FC & RC
Doors

Helium Leak Testing (If test is +ve then sent for rework) Removal of Helium Gas
Rework Vacuuming ( To remove moisture & air from system) Filling of Cooling Gas
(R134 A) Testing of Freeze for 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 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 2 Tirumala 3 BVG 4 Kranti 5 Ramling 6 Karan 7 Bharat 8 Yit 9 Prompt 10
Gaurav 44 41 80 47 42 37 0 0 0 0 52 43 49 45 41 33 0 0 0 0 45 34 35 38 33 28 0 0 0
0 46 45 51 32 32 44 0 0 0 0 40 41 52 35 42 61 0 0 0 0 44 38 57 44 39 57 12 0 0 0 45
42 66 35 46 29 72 36 66 39 95 60 71 76 22 0 0 0 50 32 83 45 50 68 18 2 0 0 66 35
101 59 51 72 32 8 13 5 47 31 80 52 41 61 26 8 19 14 50 38 68 44 49 59 10 2 3 2

50 100 85 11 0 0 0 82 10 0 0 0

8% 7% 7% 10% 8% 10% 7% 7% 8% 7% 7% 6% 7%

June July Aug Sept Oct Nov Dec Jan Feb March April May
Average

2. Manpower Consistency Data

Table-1 26 May, 2013 to 25 June, 2013J Attendance Percentage 100% 90% 80% 70% 60%
50% 0-50% Working Days > 25 days 22-24 days 20-21 days 17-19 days 15-16 days 12-14
days < 12 days Manpower Count 189 70 28 27 19 26 116 Percentage 39.79% 14.74% 5.89%
5.68% 4.00% 5.47% 24.42%
Table-2 26 June, 2013 to 25 July, 2013 Attendance Percentage 100% 90% 80% 70% 60%
50% 0-50% Working Days >15 days 13-14 days 11-12 days 9-10 days 8 days 7 days <7
days Manpower Count 62 74 54 48 22 15 60 Percentage 18.51% 22.09% 16.12% 14.33%
6.57% 4.48% 17.91%
3.Total number of Manpower required in Production Trainee 2303 Contract 8162
Operator 3628 Total 14093
4.Departmentwise Distribution Manpower in a Company Department wise Distribution Of
Manpower Department CHU FINAL ASSEMBLY CABINET PAINTING EXTRUSION MAINTAINANCE
QUALITY ONYX STORE PDC TOOL ROOM LOGISTIC PROCESS TOTAL Manpower 2100 1980 1150 350
425 980 660 2500 1125 655 550 250 225 12950

CHU
FINAL ASSEMBLY

2% 2% 4% 16% 5% 9% 15% 19% 9% 3% 5% 8% 3%

CABINET PAINTING EXTRUSION MAINTAINANCE QUALITY ONYX STORE PDC TOOL ROOM LOGISTIC
PROCESS
5. Total Manpower in a Company Shows consistency in a Department wise distribution

DEPARTMENT GNF ONYX COMMON INDIRECT VENDOR TOTAL

Trainee 1,262 576 11 805 189 2,843

Contract 6,989 1,041 454 1,071 918 10,473

BC 1,609 634 372 1,041 85 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?

90% 80% 70% 60% 50% 40% 30% 20% 10% Yes No

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
it up to some extent.

Que.2 Which objectives of your company do you satisfy by doing manpower planning?
50% 45% 40% 35% 30% 25% 20% 15% 10%

Avalablity of Manpower at right time

Placing right person at right time

Increse productivity of organisation

Over all development of organisation

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.
Que.3 How do you forecast demand?

70% 60% 50% 40% 30% 20% 10% 0%

Manageerial estimate

skill inventories requirement

Replacment charts

Demographic changes

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

70% 60% 50% 40% 30% 20% 10% 0%

0.5

0.60000000000000064

0.8

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

70% 60% 50% 40%

Responses

30% 20% 10% 0%

0.5

0.60000000000000064

0.8

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

50% 45% 40% 35% 30% 25% 20% 15% 10% 5% 0%

Stongly agree Agree Neutral Disagree Strongly Disagree
Series 1

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.
Que. 7 Did manpower planning help you during recession?

65%

60%

55%

50%

Responses

45%

40%

35%

Yes

No

Interpretation: - 61% people thinks that manpower planning help them during
recession,
however 39% disagree with it.
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.Annexure
Manpower 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 place c)
Increase productivity of organization d) Over all development of organization.
Q.3How do you forecast demand?
a) Managerial estimate c) Replacement charts

b) Skills Inventories requirement 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 c) Neutral

b) Agree 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-workers1440722.html
http://en.wikipedia.org/wiki/Absenteeim http://www.wisegeek.com/what-is-workplace-
absenteeism.html