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Case Study

This case study examines manpower planning for four divisions of a company transitioning to manufacturing electronic exchanges. The divisions currently employ over 11,000 workers, most with over 35 years of service. Younger workers under 45 with a matriculate education would be trained for the new tasks. Over 7,500 older workers aged 52 and up would be offered early retirement, while 2,800 between ages 42-52 would be deemed unfit or unwilling for training. The solution involves recruiting new talented technical workers, offering training to qualified existing workers under 45, and providing early retirement packages to older employees above 52 to ensure a workforce suitable for the new technologies.

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99 views

Case Study

This case study examines manpower planning for four divisions of a company transitioning to manufacturing electronic exchanges. The divisions currently employ over 11,000 workers, most with over 35 years of service. Younger workers under 45 with a matriculate education would be trained for the new tasks. Over 7,500 older workers aged 52 and up would be offered early retirement, while 2,800 between ages 42-52 would be deemed unfit or unwilling for training. The solution involves recruiting new talented technical workers, offering training to qualified existing workers under 45, and providing early retirement packages to older employees above 52 to ensure a workforce suitable for the new technologies.

Uploaded by

trajputrajput
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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CASE STUDY

ON
MANPOWER PLANNING
MANNING OF 4 ELITE AS BY SONDE

IN PARTIAL FULFILLMENT OF THE REQUIREMENTS


FOR THE DEGREE OF
MASTER OF BUSINESS ADMINISTRATION (M.B.A)

TO
DPC INSTITUTE OF MANAGEMENT, NEW DELHI

SUMITTED TO:

SUBMITED BY:

Ms. Divya Aggarwal

Anuradha

DPCIM

MBA 1 YEAR

DWARKA

02918903913

PROBLEM OF THE CASE


To prepare a manpower plan for the four divisions, which were to switch over to the state ofthe-art exchange and to introduce an effective plan for both old workforce and new workforce, to
determine the required workforce for the new manufacturing for the electronic system.

CASE (SUB- POINT) HIGHLIGHT THE CASE


1. In the four divisions total number of employees 11,214. Out of these, over 7500 workers
had put in over 35 years of service.
2. 52 years of age workers had no worth because if to train this age group of workers for the
new task of manufacturing it will be an expense.
3. 500-600 hundred workers were matriculates as per the below age of 45 years. These
workers would be trained for the manufacturing electronic exchange.
4. 2800 workers that will be unfit or unwilling to be trained for the new assignment, these
belong to the age between 42 & 52.
5. Cross bar division at Allepy and Strowger division at Aurangabad were switched over the
manufacture of electronic exchange. Another two division at Aligarh and Agra would be
switched over, after two years.

ASSUMPTION
1. To increase the turnover of the company, the worker would be cooperative not only give
them a training and also successfully develop a new technology.
2. The new manufacturing division will require about 3000 workers. They plan 1500 were
being capable for the training. Another 1500 worker will have to be recruited.
3. The planning for new product development could completely fail, if the workforce was
not suitable.
4. Chairman and board of directors of the company assume that there must be bright young
workers, which are capable of understanding the new technologies and techniques
associated with electronic systems.

5. Above 52 age groups of worker, give them retirement.


6. All employees are well wisher of the company and will agree to do the required task if
they are convinced that its in the interest of the organization.

SOLUTION WITH EVALUATION

Advertise for a suitable technical candidate matriculates and some workers understanding
the new technologies and techniques which are required for developing electronic
systems.

Merits
Try and bring bright young workers who have those skills to develop a new product and
also give them high wage or incentives and hold a meeting of all employees to announce
the retirement in age 58 years

Demerits
1. Bringing outside for new task will adversely affect the loyalty of the existing workers.
2. It would also create a serious environment in the company due to various technicians
for periods of six to seven years before they retire.

New recruiter gives them a high wage and considerable additional expenses

Merits
1. Getting most suitable candidate who has all those skill which are
developed electronic system. Which has a strong technical background.
2. Save the money, do not need to train them.

required for

Offer an opportunity to the 2800 workers belong to the age group between 45& 52 and
above mistake to say them to come back to their own organization. To be appear all
candidates for the interview, select the appropriate candidate afterwards give them a
training.

Merits
1. The expected to be rewarded or looked after for their loyalty to the company.
2. It creates a good signal and built a new image in their mind.
Demerits
1. A Lot of time and effect will be taken by the organization
2. This will be expensive and a difficult task
3. Training needs would have to be determined and facilities set up.

Best possible solution those workers below 45 age were matriculates to be retained them
in the organization and trained these workers.

Most difficult tasks to handle remaining workforce of more than 10,000 technicians give
them early retirement such as VRS.

Ensuring that the manufacture of the new technically superior product is not jeopardized
due to unsuitability.

Advertisement for the post of technicians appropriate it would help out to search most
talented candidate who well understood about new technologies and technology which
are doing continues R&D.

Conduct a meeting with the old employee who work under four divisions such as
Alleppy, Aurangabed, Aligarh, Agra take their review on the gravity situation. Keeping
the morale of the worker in mind.

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