04 project report .pdf

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Project Report
On
“A STUDY OF MANPOWER PLANNING IN TATA MOTOR’’
DMSR- G. S. College of Commerce & Economics, Nagpur
Affiliated to
Rashtrasant Tukadoji Maharaj Nagpur University
Nagpur
In partial fulfilment for the award of the degree of
Master of Business Administration
Submitted by
ACHAL BANDUJI GAJBHIYE
Under the Guidance of
Dr. Sonali Gadekar
Department of Management Sciences and Research,
G.S. College of Commerce & Economics, Nagpur
NAAC Re-Accredited “A” Grade Autonomous Institution
Academic Year 2021-22

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CERTIFICATE
This is to certify that “ACHAL BANDUJI GAJBHIYE” has submitted the project titled “A STUDY
OF MANPOWER PLANNING IN TATA MOTOR’’, towards partial fulfillment of
MASTER OF BUSINESS ADMINISTRATION degree examination. This has not been submitted for
any other examination and does not form part of any other course undergone by the candidate.
It is further certified that he/she has ingeniously completed his/her project as prescribed by DMSR - G. S.
COLLEGE OF COMMERCE & ECONOMICS, NAGPUR (NAAC Reaccredited “A” Grade
Autonomous Institution) affiliated to Rashtrasant Tukadoji Maharaj Nagpur University, Nagpur.
(Dr. Sonali Gadekar) Dr. Sonali Gadekar
(Project- Guide) (Co-Ordinator)
Place: Nagpur
Date: 01/08/2022

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G. S. College of Commerce & Economics,
Nagpur
DECLARATION
I here-by declare that the project with title “A STUDY OF MANPOWER
PLANNING IN TATA MOTOR” has been completed by me in partial fulfillment of MASTER
OF BUSINESS ADMINISTRATION degree examination as prescribed by DMSR - G. S. COLLEGE
OF COMMERCE & ECONOMICS, NAGPUR (NAAC Reaccredited “A” Grade Autonomous
Institution) affiliated to Rashtrasant Tukadoji Maharaj Nagpur University, Nagpur and this has not been
submitted for any other examination and does not form the part of any other course undertaken by me.
Achal Banduji Gajbhiye
Place: Nagpur
Date: 01/08/2022

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ACKNOWLEDGEMENT
With immense pride and sense of gratitude, I take this golden opportunity to express my
sincere regards to Dr. N.Y. Khandait, Principal, G.S. College of Commerce & Economics,
Nagpur, and to the Dean of the DMSR “Dr. Anand Kale”.
I am extremely thankful to my Project Guide Dr. Sonali Gadekar for her guideline throughout the
project. I tender my sincere regards to Co-Ordinator, Dr. Sonali Gadekar for giving me guidance,
suggestions and invaluable encouragement which helped me in the completion of the project.
I will fail in my duty if I do not thank the non-Teaching staff of the college for them Co-
operation.
I would like to thank all those who helped me in making this project complete and successful.
Achal Gajbhiye
Place: Nagpur
Date:01/08/2022

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INDEX
SR.NO. Particulars Page
No.
1. Introduction
a) Objective of the study
b) Limitation of the study
6-31
2. Review of Literature 32-34
3. Research Methodology
a) Hypothesis
b) Sources of Data
35-40
4. Data Collection 41-42
5. Analysis & Interpretation of Data 43-52
6. Findings 53-54
7. Conclusion 55-56
8. Bibliography 57-58
9. Annexure 59-62

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INTRODUCTION
MANPOWER PLANNING
Planning is nothing but using the available assets for the effective implementation of the
Production plans. After the preparing the plans, people are grouped together to achieve
organizational objectives.
It involves problem solving and decision making. Management has to prepare for short term
strategy and measure the achievements, while the long term plans are prepared to develop the
better and new products, services, expansion to keep the interest of the owners.
NEED OF MANPOWER PLANNING
Manpower Planning is two – phased process because manpower planning not only analysis the
current human resources but also makes manpower forecasts and thereby draw employment
programs. Manpower Planning is advantages to firm in following manner:
1. Shortages and surpluses can be identified so that quick action can be taken wherever
required.
2. All the recruitment and selection programs are based on manpower planning.

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3. It also helps to reduce the labor cost as excess staff can be identified and thereby
overstaffing can be avoided.
4. It also helps to identify the available talents in a concern and accordingly training programs
can be chalked out to develop those talents.
5. It helps in growth and diversification of business. Through manpower planning, human
resources can be readily available and they can be utilized in best manner
6. It helps the organization to realize the importance of manpower management which
ultimately helps in the stability of a concern.
Advantages of Manpower Planning
Manpower Planning ensures optimum use of available human resources.
1. It is useful both for organization and nation.
2. It generates facilities to educate people in the organization.
3. It brings about fast economic developments.
4. It boosts the geographical mobility of labor.
5. It provides smooth working even after expansion of the organization.
6. It opens possibility for workers for future promotions, thus providing incentive.
7. It creates healthy atmosphere of encouragement and motivation in the organization.
8. Training becomes effective.
9. It provides help for career development of the employees.

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10. It provides smooth working even after expansion of the organization.
11. It opens possibility for workers for future promotions, thus providing incentive.
12. It creates healthy atmosphere of encouragement and motivation in the organization.
13. Training becomes effective.
14. It provides help for career development of the employees.
PROCESS OF MANPOWER PLANNING
Analyzing the Current Manpower
Requirement
Reviewing Employee Utilization
Forecasting the Demand for
Employees
Forecasting Supply
Developing a Manpower Plan

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IMPORTANCE OF MANPOWER PLANNING
1. Planning is concerned with coordinating, motivating and controlling of the various activities
within the organization.
2. The basic purpose of the management is to increase the production, so that the profit margin
can be increased.
3. Manager has to guess the future business and to take timely and correct decision in respect of
company objectives, policies and cost performance.
4. The plans need to be supported by all the members of the organization. Planning is making a
decision in advance what is to be done.
5. Productivity level increases when resources are utilized in best possible manner.

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COMPANY PROFILE
TATA GROUP-Leadership with trust
TATA MOTORS Company established in 1945. A Tata motor is part of the use 100 billion. Tata
group founded by “Jamshedji Tata” in 1968. In this company under the employee’s strength is
60000 and company turnover is 42 billion dollars. This company under 6600 sales and services
points Tata motors provided highly manpower requirement to the peoples.
TATA group’s main interest was to attract and hire these individuals within a six-month
period of time. The decision was made to assess applicant based on a number of variables relating
to the ability to communicate coherently, follow direction, math and language aptitude and good
manual. Prior to the interview process no. specific tools were identified that were thought would
adequately assess applicant and then allow for selection of individuals that would be interviewed
for the production associate position. The initial step of the process reviewed the submitted cover

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letter and resume of an applicant for communication skills, ability to follow directions, education
work force recruitment 13 level, work history and community involvement. Individuals to make
the criteria were then referred for an assessment of math language and dexterity skill.
This paper researched three areas, the importance of employee’s basic skills and use of pre-
employment assessment confirm these skill and recruitment and selection of quality workforce.
Studies have shown that pre- employment assessment is one of the most successful tools for job
applicant’s probable job performance. Basic skills are critical for prospective employs to process
to aid their employers need to be competitive in today’s ever-changing market. A quality
workforce is vital for companies to develop and succeed. Therefore, having an appreciation of the
process of requirement and selection for a quality workforce is essential.
The issues researched were all crucial in the development of the recruitment and assessment
process implemented by workforce resource Inc., for Tata motors workforce need. For TATA
Motors workforce building a company and hiring a new workforce can be every challenging,
especially when the need is to hire several hundred people over a five-month period. With an
average unemployment rate of 3.0% building a workforce in the CHINNCHWAD is a great
challenge.
There is a drawback to utilizing such as assortment of resources, applicant is attracted that
may not have the skills necessary for the position, thus make the selection process difficult and
challenging. Quality employees are keys for a company to grow, manufacture a quality product,
and remain stable in the market. Selection process depend on the employee knowledge, skill and
ability of your employees are crucial and will contribute to the growths and workforce recruitment

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15 prosperity of the company. In the selection process of a new employee is it important to
determine the most desirable skills for the future workforce.
According to a study conducted by the Indian Society for training and Development in
conjunction with the Indian Department of Labor, there are specific skill an employer is looking
for when recruiting and selecting quality employees. There is drawback to utilizing such an
assortment of resource, applicant is attracted skill, make the selection process difficult and
challenging. These skills include applicants who portray an interest in learning, demonstrate good
communication skill have the ability to problem solve, portray a high self-esteem; Show
motivation and understand the importance of teamwork.
TATA Group is a private conglomerate with headquarters at Mumbai. The TATA group
comprises over 96 operating companies in seven business sectors communications and information
technology, engineering, materials, services, energy, consumer products and chemicals. The group
has operations in more than 80 countries across six countries, and its companies export products
and services to 85 countries.
The total revenue of TATA companies, taken together, was $67.4 billion (around
Rs.319,534corer) in 2009-10, with 57 per cent of this coming from business outside India. TATA
companies employ around 395,000 people worldwide. The TATA name has been respected in
India for its adherence to strong values and business ethics.
Every TATA company or enterprise operates independently. Each of these companies has its own
board of directors and shareholder, to whom it is answerable. The charitable trust of TATA holds
65.8% of the ownership of TATA group. There are 28 publicly listed TATA enterprises and they
have a combined market capitalization of about $95.45 billion (as on February 24, 2011) and a

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shareholder base of 3.5 million. The major TATA companies are TATA Steel, TATA Motors,
TATA Consultancy Services (TCS), TATA Power, TATA Chemicals, TATA Global Beverages,
Indian Hostels and TATA Communications.
TATA MOTORE LIMITED formerly known as TELCO (TATA Engineering and Locomotive
Company) is a multinational corporation Headquarter in Mumbai India.
TATA Motors Limited is India’s largest automobile company, with consolidated revenues of
RS.92.519. Corers (USD 20 billion) in 2009-10. It is the leader in commercial vehicles in each
segment, and among the top three in passenger vehicles with winning products in the compact,
midsize car and utility vehicle segments. The company is the world’s fourth largest truck
manufacturer, and the world’s second largest bus manufacturer.
The company's 24000 employees are guided by the vision to be "Best in the manner in which we
operate, best in the products we deliver, and best in value system and ethics".
Established in 1945, TATA Motors presence indeed cuts across the length and breadth of India.
Over 5.9 million TATA vehicles ply on Indian roads, since the first rolled out in 1954.The
Company’s manufacturing base in India is spread across Jamshedpur (Jharkhand), Pune
(Maharashtra), Lucknow (Uttar Pradesh), Pant Nagar (Uttarakhand) and Dharwad (Karnataka).
Personal management is productive exploitation of manpower resources. This is also termed as
'Manpower Management'. Manpower Management is choosing the proper type of people as and
when required. It also takes into account the upgrading in existing people. Manpower Management
starts with manpower planning. Every manager in an organization is a personal man, dealing with
people.

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MILESTONE OF TATA MOTORS
The TATA group is one of India's, largest and most respected business conglomerates. The groups
businesses are spread over seven business sectors.
Foundation (1868-1931
Consolidation (1932-1989)
Expansion (1990 onwards)
1945 - Tata Engineering and Locomotive Co. Ltd. were established to manufacturer locomotives
and other engineering products.
1954 - Tata launched its first Mercedes Benz diesel truck, Telco.
1977 - First commercial vehicle manufactured in Pune.
1986 - Production of first light commercial vehicle, TATA 407, indigenously designed followed
by TATA 608.
1989 - Introduction of the Tata mobile 206 - 3rd LCV model.
1991 - Launch of the 1st indigenous passenger car Tata Sierra.
1994 - Launch of Tata Sumo - the multi utility vehicle. Launch of LPT 709 - a full forward control,
light commercial vehicle.
1995 - Mercedes Benz car E220 launched.
1996 - Tata Sumo deluxe launched.

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1997 - Tata Sierra Turbo launched.
1998 - Tata Safari - India's first sports utility vehicle laughed INDICA, India's first fully indigenous
passenger car launched.
2000 - Launch of CNG buses.
2001 - Launch of CNG Indica, Launch of the TATA Safari EX.
2002 - Patrol version of indica V2 launched, launch of the EX-series in commercial vehicles launch
of the TATA Sumo '+' series.
2003 - Launch of the TATA Safari Limited Edition on 29th July, J.R.D. Tata's birth anniversary,
TATA engineering becomes TATA Motors Limited.
2004 - Tata motors acquire Daewoo Commercial Vehicle Company, South Korea.
2005 - Tata Ace, India's first mini truck launched. Branded buses and coaches- Star bus and
Globus- launched.
2007 - Latest common rail diesel offering the Indica V2 Decor, launched.
2008 - Launch of the new Sumo - Sumo Grande, which combines the looks of an SUV with the
comforts of a family car. TATA Motors unveils its people's car NANO, at the ninth Auto Expo,
Xenon 1- ton pickup truck launched in Thailand.
2009 - Tata Motors launches the Sumo Grande MK 2. Launch of premium luxury vehicles Jaguar
XF, XFR and XKR and Land Rover Discovery 3, Range Rover Sport and Range Rover from Jaguar
and Land Rover in India. First Jaguar Land Rover showroom opens in India.

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2010 - Tata Motors passenger car division launches 'TATA Motors Service Edge' for leading edge
customer services.
2011 - The TATA NANO begins international journey in Shrilanka and Bangladesh new TATA
Indica Vista launched. Tata motors complete 50 years of its International Business.
2012 - Tata Motors enters Bangladesh's new car market, launch of PT. Tata Motors Indonesia,
Tata motors enters into distribution agreement in Myanmar.
2013 - TATA motors launch the world - class range of Tata PRIMA trucks in Shrilanka.
2014 - TATA Motors launched the all-new car the classy sedan-Zest and Bolt showcase the new
DNA in ‘New Delhi’.
Launching F-Tronic automated manual transmission technology for Zest first- class for compact
sedan.
2015 – Tata Motors launches its new Sigma range of commercial vehicles.
Tata Motors launched of its 100000th Tata ACE Zip at Dharwad in Karnataka.
2016 – Tata motors has to be launch of the Tata Tiago.
2017- Tata motors announced the launch new Tata Ace XL range of small commercial cargo
vehicles.
2018- Tata motors are set to launch the production version of the 45 X that was displayed at the
2018 Delhi Auto Expo which will be their premium hatchback offering in the country.
2019- Tata Harrier, it was launched on 23 January 2019.

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ABOUT PUNE PLANT
The PUNE unit is spread over two geographical regions - PIMPRI (800 acres) and CHINCHWAD
(130 acres). It was established in 1966 and has a Production Engineering Division, which has one
of the most versatile tools making facilities in the Indian sub-continent. It houses a vehicle
manufacturing complex which is one of the most integrated automotive manufacturing centers in
the country producing a large variety of individual items and aggregates. It is engaged in the design
and manufacture of sophisticated press tools, jigs, fixtures, gauges, metal pattern and special tools,
as well as models for the development of new ranges of automobile products.
The passenger car division in 'K' block executes the entire process of car manufacture over five
shops - the engine shop, the transmission shop, press and body shops, paint shop and the trim and
final assembly shop. The shops are fully automated ensuring that is minimum chance for error in
the manufacturing processes. After the car is completely assembled, it goes through several checks
like wheel alignment, side ship test, brake test, shower test and a short test run before it is ready
for dispatch. All systems such as materials management, maintenance and other activities are
computerized, enabling smooth operation and minimum inventory needs.
The electronics division is engaged in the production of a wide variety of machine tool controllers,
PLCs, test rig instrumentation, servomotors, proximity switches. In addition, it has developed a
number of components such as flashers, horns, timers that are used in Tata Motors vehicles.
Industry experts rate the fully automated foundries at Chinchwad and Maval among the best
worldwide. The Iron Foundry at Chinchwad produced 37000 tons of high precision casting in
2006-07 while the Iron Foundry at Maval produced 14000 tons of spheroid Iron casting 2006-07.

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These include Cylinder Blocks, Cylinder Heads, Gear Box Housing, etc. To dispense with the need
for outsourcing, an Aluminum Foundry with an annual capacity of 3300 tones has been
established.
TATA MOTORS in International Market
TATA Motors is also expanding its international footprint to establish through exports since 1961.
The company's commercial and passenger vehicles are already being marketed in several
countries in Europe, Africa, the Middle East, South East Asia, South Asia and South America.
It has franchisee/joint venture assembly operations in Bangladesh, Ukraine and Senegal.
TATA Motors, the first company from India’s engineering sector to be listed in the New York
Stock Exchange (September 2004), has also emerged as an international automobile company.
ACQUIRING FIRM
 Jaguar Land Rover, a business comprising the two iconic British brands that was acquired
in 2008.
 In 2005, TATA Motors acquired a 21% stake in Hispano Carrocera, a reputed Spanish
bus and coach manufacturer and subsequently the remaining stake in 2009.
 In 2004, it acquired the Daewoo Commercial Vehicles Company, South Korea's second
largest truck maker.

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JOINTVENTURE
 In 2006, TATA Motors formed a joint venture with the Brazil based MARCOPOLO,
a global leader in body- building for buses and coaches to manufacture fully- built buses
and coaches for India and select international markets.
 In 2006, TATA Motors entered into joint venture with Thornberry Automotive
Assembly Plant Company of Thailand to manufacture and market the company’s pickup
vehicles in Thailand.
New Plant Production
 The new plant of TATA Motors (Thailand) has begun production of the Xenon pickup truck,
with the Xenon having been launched in Thailand in 2008.
 In January 2008, TATA Motors unveiled its people’s car, the TATA NANO, which India
and the world have been looking forward to the TATA NANO has been subsequently
launched, as planned in India in March 2009. The standard version has been priced at
Rs.100000 (excluding VAT and transportation cost).
 In 2005, TATA Motors created a new segment by launching the TATA ACE, India’s first
indigenously developed mini- truck.
 In May 2009, TATA Motors introduced ushered in a new era in the Indian automobile
industry, in keeping with its pioneering tradition, by unveiling its new range of world
standard trucks called Prima.

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Eco-Friendly Environment
Tata Motors are equally focused on environment - friendly technologies in emissions and
alternative fuels. It has developed electric and hybrid vehicles both for personal and public
transportation. It has also been implementing several environments - friendly technologies in
manufacturing processes, significantly enhancing resource conservation. Through its subsidiaries,
the company is engaged in engineering and automotive solutions, construction equipment
manufacturing, automotive vehicles components manufacturing and supply chain activities,
machine tools and factory automation solutions, high precision tooling and plastic and electronic
components for automotive and computer applications, and automotive retailing and service
operations.
Improvement in QUALITY OF LIFE
TATA Motors is committed to improving the quality of life of communities by working on four
thrust areas employability, education, health and environment. The activities touch the lives of
more than a citizen. The company's support on education and employability is focused on youth
and women.
They range from schools to technical education institutes to actual facilitation of income
generation. In health, our intervention is in both preventive and curative health care. The goal of
environment protection is achieved through tree plantation, conserving water and creating new
water bodies and last but not the least, by introducing appropriate technologies in our vehicles and
operations for constantly enhancing environment care.

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DIVISION IN TATA MOTORS
 Production Engineering Department (P.E)
 Engineering Research Center (ERC)
 Auto Division, PIMPRI
 Productivity System Division (PSD)
 Ancillary Development Department (ADD), PIMPRI
 Foundry at CHINCHWAD &MAVAL
 Central Quality Assurance
 Human Resource Division
 Central Tool Engineering Department
 Ancillary product Department
 Electronics Division
 Central Plant Engineering Department (CPED)
 Auto Projects
 Special Production Shop at H Block
 TAL (Growth Division, MTD)
 Management Services Division (MSD)
 Training Division

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Working Block (Unit) at TATA MOTORS, PIMPRI PLANT
 HR - Human Resource Department
 ERC - Research Department
 A Block - Training Division
 B Block - Production Engineering
 C Block - Transmission Division
 D Block - Truck Chassis & Engine Shop
 E Block - Press, Print & Frame Assembly
 H Block - Special Production Shop, Assembly for 407/709
 I Block - Administration Centre
 J Block - MUV, SUV & Pick- up Vehicle Factory
 K Block - Passenger Car Plant
VISION -
To be a world class corporate constantly furthering the interest of all its stakeholders.
MISSION towards Employees –
To create a seamless organization that incubates & promote innovation, excellence & the TATA
core values.
PURPOSE -
To create economic assets for road transportation for bulk movement of goods and people and
participate in managing these over the life of assets in order to create and capture in economic
value.

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METHODS FOLLOWED BY “TATA MOTORS”
OPTIMAL FAMILY SIZE TECHNIQUES (OFS)
These are two techniques followed by TATA MOTORS for manpower planning which is called
as optimal family size techniques.
 Volume and productivity-based manpower workout for Blue Collar Employees:
It includes operator level employees.
 Volumes based manpower is define as a people required for different setup of engines and
productivity-based manpower is define as a performance of employees.
 Example for volume-based manpower:
Part Assembly and Tasting: 75
Manpower: 83
 Activity, Project based manpower workout for White Collar Employees.
 It includes Staff and Manager level employees. Activity, Project based manpower is define
as if there is new project or new activity will be introduced in a department or in a company
then it requires new qualified manpower.
 Ex: New product Development and Size of the project.

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Products and Services Provide by TATA MOTORS
Tata Motors provide the products to customers. This product provides are the type of hatchback,
sedans, trucks, transportation vehicles and utility vehicles. Such as India, Indigo, Zika, Safari and
Xenon etc.
Tata Motors groups provide the better facilities and services. Such as overview, customer care,
finance and insurance, preowned vehicles etc. This company through the employee’s finance and
insurance service for security to vehicles, better merchandise accessories and corporate &
institutional sales to provide the customers.

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PROCESS FOLLOWED BY TATA MOTOR
MANPOWER PLANNING PROCESS IN “TATA MOTORS”:
Inputs Coming From……
 BU Strategy
 Make Vs Buy
 Benchmarking
 HR Plans
 Sales & Production Plan & Productivity
 New Project Requirement
 Job Profile
 Current Manpower
Various Methods & Practices
 Various Function / Departments is reviewed every year based on
inputs
 Prepare Wage Bill
 Monthly review on Manpower
 Manpower development to needy areas to bridge the gap
between manpower available & required
 Arrange Training through HR
 Manage additional workforce requirement
 Recruitment types
 Hiring & Introduction
 Review the Process

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Key Steps in Process
 Review access Manpower Requirement
 Redevelopment / Redistribution/ Recruitment
 Hiring & Induction
 Review the process
Output Integrated With……
 New structure, Work Reorganization proposal
 Manpower Plan
 Recruitment & Hiring Plan
 Wage Bill
Performance Measure Unite
Efficiency
 Budget Vs Actual Wage Bill Rs
 Cost Per Hire Rs
 Lead Time of Recruitment Days
 Overall Productivity
Eq./Man/Yr
Effectiveness
 Value added per unit wage bill Unit

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OBJECTIVES
1. To utilize an able and motivated work force, to achieve organizational goals.
2. To undertake the qualitative manpower planning and achieve operational and mission objectives.
3. To Relate manpower planning and manpower resources in achieving economic objectives.
4. To study the recruitment and assessment criteria used in making decisions for Tata Motors.
5. To explore job enrichment and job rotation mechanism in company.

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LIMITATIONS OF THE STUDY
1. Scope of study is limited to one factory of tata Motor.
2. Limited time & resources were also one of the constraints.
3. Manpower Planning process was studied only for the one year.

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Review of Literature
Shinde Govind P. & Dubey Manisha (2011) the study has been conducted considering
the segments such as passenger vehicle, commercial vehicle, utility vehicle, two and
three-wheeler vehicle of key players performance and also analyze SWOT analysis and
key factors influencing growth of automobile industry.
• Sharma Nishi (2011) studied the financial performance of passenger and commercial
vehicle segment of the automobile industry in the terms of four financial parameters
namely liquidity, profitability, leverage and managerial efficiency analysis for the period
of decade from 2001-02 to 2010-11. The study concludes that profitability and
managerial efficiency of Tata motors as well as Mahindra & Mahindra ltd are satisfactory
but their liquidity position is not satisfactory. The liquidity position of commercial
vehicle is much better than passenger vehicle segment.
• Singh Amarjit & Gupta Vinod (2012) explored an overview of automobile industry.
Indian automobile industry itself as a manufacturing hub and many joint ventures have
been setup in India with foreign collaboration. SWOT analysis done there are some
challenges by the virtue of which automobile industry faces lot of problems and some
innovative key features are keyless entry, electrically controlled mechanisms enhanced

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driving control, soft feel interiors and also need to focus in future on like fuel efficiency,
emission reduction safety and durability.
• Zafar S.M.Tariq & Khalid S.M (2012) the study explored that ratio are calculated
from financial statements which are prepared as desired policies adopted on depreciation
and stock valuation by the management. Ratio is simple comparison of numerator and a
denominator that cannot produce complete and authentic picture of business.

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Research Methodology
 Exploratory Research
Exploratory research is a type of research conducted for a problem that has not been clearly
defined. Exploratory research helps determine the best research design, data collection
method and selection of subject. It should draw definitive conclusion only with extreme
caution. Given its fundamental nature, exploratory research often concludes that a
perceived problem does not actually exit.
 Constructive Research
Constructive research is perhaps the most common computer science research method.
This type of approach demands a form of validation that doesn’t need to be quite as
empirically based as in other types of research like exploratory research.
 Empirical Research
Empirical research is a way of gaining knowledge by mean of direct observation or
experience, Empirical evidence (the record of one’s direct observations or experiences) can
be analyzed quantitatively or qualitatively.

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Process of Research methodology
Diagnosing
Action
Taking
Action
Evaluating
Specific
Learning

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HYPOTHESIS
A hypothesis is a tentative statement about the relationship between two or more variables. It is
specific, testable prediction about what you expect to happen in a study.
Hypothesis can also be divided as
(1) Null Hypothesis
(2) Alternative Hypothesis.
In line with the problem of this study has following hypothesis.
1. H0: There is no association between manpower planning, Recruitment & development
of organization.
2. H1: There is strong association between manpower planning and recruitment with
business development.

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SOURCES OF DATA
These are two types of Research Methodology
 Qualitative Method
Qualitative research helps to gain insight into people’s behaviors, value systems,
motivations, culture or lifestyles, and how these attributes have a role to play in decision
and policy making, communicating, and conducting research.
Approaches of Qualitative Research
Direct Observation: In direct observation method, there is no participatory involvement on the
observer’s part. The observer is more a part of the background and is as unobtrusive as possible.
As there is no direct participation, the observations are more detached. The researcher is watching,
and making notes for future use.
Interviews: Interviewing involves direct interaction between the researcher and a respondent or
group. There are two types of interviews; structured and unstructured. Structured interviews are
carefully worded questionnaires and don’t allow much scope to deviate from it. Unstructured
interviewing is more informal, as compared to the former. It allows more exploration and deviation
in its approach, which is useful for exploring a subject more broadly.
Participant Observation: This method for qualitative research is highly dependent on the
researcher’s ability to blend and extract information by being part of an inventor group. This

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method requires the researcher to become an active participant, while observing. It aims to gain
a close insight of individuals or social groups and their practices through an intensive
participation with them, in their natural environment, and often requires months or years to
collect the required data for analysis.
 Quantitative Method
In the social sciences, quantitative research refers to the systematic empirical investigation of
quantitative properties and phenomena and their relationships. The objective of quantitative
research is to develop and employ mathematical models, theories and/ or hypotheses pertaining to
phenomena. The process of measurement is central to quantitative research because it provides the
fundamental connection between empirical observation and mathematical expression of
quantitative relationships.
Quantitative research is generally made using scientific methods, which can include:
1. The generation of models, theories and hypotheses.
2. The development of instrument and methods for measurement.
3. Experimental control and manipulation of variables.
4. Collection of empirical data.
5. Modeling and analysis of data.
6. Evaluation of results.

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Data Collection
1. Project is based on Qualitative & Quantitative Analysis.
2. Information gathering: Collection of Primary & Secondary Data.
PRIMARY DATA: It comprises of the data which is collect through the questionnaires filled by
the respondents.
SECONDARY DATA: The secondary data for the research have been collected from various
sources which include websites, Journals, Books, Articles and also from the usage of the internet
facility.
SAMPLE SIZE: -
Sampling size for this survey was least 50 workers.

43
DATA ANALYSIS
AND
INTERPRETATION

44
DATA ANALYSIS AND INTERPRETATION
Que.1 Which types of age group do you prefer for operating the engines?
Age group No. of Respondents Percentage
18-25 4 8%
25-35 25 50%
35-45 16 32%
45+ 5 10%
Interpretation:
For manpower planning employee’s age group takes an important role for manpower planning.
According to 8% respondent are prefer 18-25 age group, 50% respondent are preferring 25-35 age
group, 32% respondent are preferring 35-45 age group, 10% respondent are preferring 45+ age
group.
8%
50%
32%
10%
Age Group
18-25 25-35 35-45 45+

45
Que.2 What is the education qualification requirement for the operator?
Education Qualification No. of Respondents Percentage
Diploma Holder 37 74%
ITI Holder 13 26%
Interpretation:
From the data collection it revealed that they preferred qualified people.
According to 74% respondent said that operator should be diploma holder, 26% respondent said
that operator should be ITI holder.
98%
2%
Education Qualification
No. of Respondents Percentage

46
Que.3 What is the minimum years of experience that you would require for operator?
Years of Experience No. of Respondents Percentage
0 to 2 21 42%
2 to 4 17 34%
4 to 6 12 24%
Interpretation:
TATA MOTORS preferred experienced candidates for operator level.
According to 42% respondent prefer 0-2 years of experience, 32% of respondent 2-4 years of
experience and 24 % of respondent 4-6 years of experience for operator level employees.
42%
34%
24%
Years of Experience
0 to 2 2 to 4 4 to 6

47
Que.4 How long have you been with Tata Motors? (In Year)
Years of Service No. of Respondents Percentage
Below 2 Years 2 4%
2-5 Years 15 30%
5-10 Years 27 54%
10 years and above 6 12%
Interpretation:
From the above pie chart, we conclude that the maximum year of service of the employees of Tata
Motors in Nagpur is maximum between 5-10 years (i.e., 54%) and minimum is below 2years (i.e.,
4%).
4%
30%
54%
12%
Years of Service
Below 2 Years 2-5 Years 5-10 Years 10 years and above

48
Que.5 What is the employee’s opinion as to the present manpower requirement system?
Opinion No. of Respondents Percentage
Fully Satisfied 1 2%
Satisfied 15 30%
Can't Say 22 44%
Dissatisfied 12 24%
Interpretation:
From the above pie chart, we conclude that maximum employees are satisfied with the
present manpower requirement system (i.e., 44%) and minimum (i.e., 2%) are dissatisfied.
2%
30%
44%
24%
Opinion
Fully Satisfied Satisfied Can't Say Dissatisfied

49
Que. 6 What is the employee perception as to the frequency of manpower requirement?
Options No. of Respondents Percentage
Once During the Service Period 1 2%
Continuous 46 92%
Never 0 0%
Can’t Say 3 6%
Interpretation:
From the above pie chart, we find that the maximum (i.e., 92%) of the employees think that the
Frequency of manpower requirement must be continuous whereas minimum (i.e., 0%) none of the
employees feel that Tata motors should not require.
2%
92%
0%
6%
Options
Once During the Service Period Continuous Never Can’t Say

50
Que.7 If continuous requirement – what should be the gap between two requirement period?
Quarterly 10 20%
Half Yearly 22 44%
Yearly 18 36%
Interpretation:
From the above pie chart, we conclude that maximum (i.e., 44%) of the employees want to
Consider manpower requirement half yearly whereas minimum (i.e., 20%) of them want it
quarterly.
20%
44%
36%
Options
Quarterly Half Yearly Yearly

51
Que. 8 Who should do the requirement process?
Superior 12 24%
Peer 0 0%
Subordinate 0 0%
Self-Requirement 4 8%
Consultant 2 4%
All of the above 24 48%
Superior + Peer 8 16%
Interpretation:
From the above pie chart, we conclude that the maximum employees (i.e., 24%) want to get
the requirement through superior, self-appraisal, consultant. Whereas none of them want to
get it done from their peers and subordinates.
24%
0%
0%
8%
4%
48%
16%
Options
Superior Peer
Subordinate Self Requirement
Consultant All of the above

52
Que. 9 Do you think personal bias creeps in while requirement an individual employee?
Yes 41 82%
No 9 18%
Interpretation:
In the process of manpower requiring, both the parties are human being, that is, the one who
is being required and the other who is requiring. Thus, there bound to be subjectivity
involved, be it an objective way of requiring. Thus, when asked from among the sample size
of 50 respondents, as huge as 82 % respondents that personal bias do creep in while requiring
an individual. Hence, it is inevitable to say that personal likings do not come in the process
of manpower requirement. It is the extent to which the manpower requirement manages it so
that it does not become very partial and bias.
82%
18%
Options
Yes No

54
FINDINGS OF THE STUDY
1) In my analysis around more than 90% people says that TATA MOTOR service is good and
rest is people say no comment.
2) Manpower planning is important to the organization, because it helps the organization
assess its future needs well in advance. This is how it ensures that the organization always
has the right kind of people, in the right number, at the right time, and in the right place.
3) Managing change effectively: Manpower planning helps an organization keep up with the
constant change that affects it in different environments, including the labor environment.
4) Realizing the goals of the organization: Many of the organization’s goals can only be
achieved through effective utilization of its human resources. Manpower planning helps an
organization to achieve this.
5) Seeing as manpower planning is partly about forecasting the future, even an imperfect
forecast is better than no forecast.

56
CONCLUSIONS
Manpower planning plays a vital role in Human Resource activity of an organization. Human
Resource is an asset to every organization. Manpower planning mainly involves determining the
needs and supply of human resource and the available sources.
The organization should make Manpower Planning in such a way that it should satisfy both
organization and employer at a higher level. It results in creating working environment and
maintain better employee and employer relationship.
It is the human resources who contribute their time and expertise to the welfare of their
organization. Thus, the process of manpower planning and staffing is crucial to the business
development of an organization.

58
BIBLIOGRAPHY AND REFERENCE
BOOKS:
1. VSP Rao — Human Resource Management, Anurag Jain for excel books, 2005 ninth edition.
2. R. Kothari - Research Methodology Methods and Techniques, New age international
publishing, second edition.
3. Donald R Cooper, Pamela S Schindler — Business Research Methods, Tata MC Graw Hill,
ninth edition.
4. Performance management — Michael Armstrong and Angela Baron.
5. Human Resource Management Prentice, Half of Indian private limited 2004 ninth edition.
-Gary Dressler
WEBSITE:
http://www.tatamotors.com/
https://en.wikipedia.org/wiki/Tata_Motors
https://www.tatamotors.com/
https://www.tata.com/

60
QUESTIONNAIRE
PROFILING FORM
Name:
Age:
Qualification:
Que.1 Which types of age group do you prefer for operating the engines?
a. 18-25
b. 25-35
c. 35-45
d. 45+
Que.2 What is the education requirement for the operator?
a. ITI
b. Diploma
c. Engineering
d. Degree

61
Que.3 What is the minimum years of experience that you would require for operators?
a. 0-2
b. 2-4
c. 4-6
Que.4 How much percentage of staff you would require for total manpower in all engine families?
a. 2%
b. 4%
c. 5%
d. 8%
Que.5 What is the employee’s opinion as to the present manpower requirement system?
a. 2%
b. 30%
c. 44%
d. 24%
Que. 6 What is the employee perception as to the frequency of manpower requirement?
a. Once during the Service period
b. Continuous
c. Never

62
d. Can’t Say
Que.7 If continuous requirement – what should be the gap between two requirement period?
a. Quarterly
b. Half Yearly
c. Yearly
Que. 8 Who should do the requirement process?
a. Superior
b. Peer
c. Subordinate
d. Self-Requirement
e. Consultant
f. All of the above
g. Superior + Peer
Que. 9 Do you think personal bias creeps in while requirement an individual employee?
a. Yes
b. No

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