Manpower Planning, Operating Ratio
MAN POWER PLANNING: Basically MPP involves and locating ‘a job for a man’ as well as preparing ‘a man for a job’. MPP is a process which aims to have the right number of men at the right places with right type of skills required to enable the organization to achieve its goal. The MPP consists of recruitment of men and transforming the men to the organization requirement. Thus MPP may be defined as a strategy for the procurement, development, allocation and utilization of human resources.
OBJECTIVES OF MPP
To ensure the human resources currently employed.
To plan future man power needs.
To anticipate reduncies and avoid unnecessary situation.
To determine proper training levels.
BENEFITS OF MPP
Reducing man power costs.
Getting best contribution from the employees.
Motivating the existing employees.
Developing the existing manpower.
Operating Ratio:-
The efficiency of the railways is expressed in terms of operating ratio. The OR represents the percentage of working expenses to gross earnings.
OR = Working Expenses
------------------------------- x 100
Gross earnings
If the percentage is less than 100 it means the particular zonal railway is making a profit and if the percentage is more than 100, then the particular railway is making a loss. The expenses on staff are more and any reduction will make the railway a better operating ratio. Expenses on account of other components like fuel, material and service cannot be reduced.
Operating Ratio & Manpower Planning
In order to control the expenses on staff, the concept of MPP can be utilized.
The concept of MPP involves
(a) Quantity control and
(b) Quality Development.
QUANTITY CONTROL: It does not mean to reduce the manpower but aims at having a potential and effective personnel. To control the quantity of manpower, the following methods are used in railways:
a) Rightsizing the strength
b) Restriction in intake (1:1 for death cases & 1/3 of NR & VR cases)
c) Benchmarking, Work-study and other MPP tools.
d) Identification of redundancies and effective redeployment.
e) Reclassification.
QUALITY DEVELOPMENT: The quality of the employees can be developed in the following ways in order to control the expenses on staff:
Training.
Motivation.
Incentives, Awards, etc.
Introduction of GDCE.
Cadre restructuring.
Introduction of DRQ in higher grades.
Rightsizing:-
Safety categories are exempted from Rightsizing
1/3rd limited on retirement (normal & voluntary for Group C & D (RBE 47/2006).
1% Intake - Civil Engg., Mech,. Elect., S&T., Optg., Comm., CME COS
0.5% Intake Genl. Admn., Pers., Medical., Account, Store, RPF, GMP SAR
75% intake allowed - new assest/facilities/trains
Inter-departmental re-deployment done by DRM & GM only.
Board Member will nominate to do benchmarking
Intake means- all possible mode - RRB, Sports & other quota but exclude CG appointment (RBE 98/2000)
Man Power Planning in Indian Railways
Also called as HR Human Resource planning
Necessity of MPP
In view of changes in Technology, Working system and redundancies.
To meet the requirements of posts for manning and operating the new assets especially in safety categories.
MPP Consists of:
Assessing requirement of right number of Employees
Recruiting right kind of people
Imparting appropriate training to them.
Placing them at the right place and at the right time.
Extracting the work from them for which they are employed for achievement of goals of the organization.
MPP & Indian Railways
Railway Board
17 Zonal Railways + 1 not-operative South Coast Railway)
68 Divisions
12 Manufacturing Units (Production Units)
Workshops
RDSO at Lucknow
8 CTIs Centralized Training Institutes
21 RRBs - Railway Recruitment Boards
16 RRC
Zonal & Divisional Training Centers
Miscellaneous Institutions
19 CAT benches
19 RCT
Departments:
Technical : Civil Engineering, Mechanical Engineering, Electrical Engineering, Signal & Telecommunication, & Stores.
Non Technical: Accounts, Personnel & Traffic (Operating & Commercial)
Miscellaneous: General Administration, RPF, Medical, Vigilance, Planning & Work study, Public Relations, Raj Bhasha, Schools & Colleges, Statistics, Sports etc.
Work force: Approximately 12.5 Lakhs (both Officers and Staff). 1,252,347 (31 March 2021)
Groups:
Group A & Group B - Gazetted
Group C - Non - Gazetted (on the recommendations of 7th PC, Group D is merged with Group C)
Grades in Gazetted: ( Group-A and Group-B )
HAG , SAG, SG , JAG, SS, JS (All Group-A)
Asst Scale ( Gr B)
GM is over all Head of Zonal Railway (HAG)
PHOD is over all Head of a Department (HAG/SAG)
DRM is over all Head of a Division (HAG/SAG)
CWM is over all Head of a Workshop (HAG/SAG)
Branch Officer is Head of a Dept in Divn/WS (JAG/SG)
Grades in Non- Gazetted ( Group-C and erstwhile Group-D):
Technical Staff, Non-Technical Staff, Running Staff (Loco Pilots/ Asst Loco Pilots/Guards), Non-Running Staff and Ministerial Staff ( Office staff)
Officers and Staff pattern:
Every Technical department has:
Gazetted Officers ( Officers /Engineers/ Managers) and
Non-Gazetted staff such as - Senior Section Engineers (SSEs), Junior Engineers (JEs),Technicians ,Helpers, Office staff ( Ch OS, OS, Sr Clerk, Jr Clerk, Stenos, Peons).
Every Non-Technical department has:
Gazetted Officers (Officers/Managers)
Non-Gazetted staff such as Supervisors, Sub-ordinate staff and Office Staff ( Ch OS, OS, Sr Clerk, Jr Clerk, Stenos, Peons etc)
Types of posts:
Permanent posts
Temporary posts
Supernumerary posts ( for Surplus and Medically de-categorized staff)
Work-charged posts
Cadre posts
Ex-cadre posts
Tenure posts
Unsanctioned posts .
Calculation of money value of the post (RBE 181/2019):
(Pay in cell 1 + Pay in cell 10) of the proposed pay Level /2 + DA
Example:
Pay level of the post proposed for creation : Level 10
Pay in Cell 1 is Rs 56,100/-
Pay in cell 10 is Rs73,200/-
Money value of the post is : (56,100 + 73,200) + 38% = Rs 89,217/- per month.
2
Creation of posts - Necessity:
On introduction of new Technology
On increase in workload
On improvement in the existing works like Gauge conversion, laying additional tracks etc; .
Creation of posts- conditions:
Posts are created in Safety Categories only.
Posts can be created for Operation & Maintenance of new assets in Safety categories.
In rare cases posts can be created in other than safety categories for new assets & existing assets.
Funds for Creation of posts: Funds are not available for creation of new posts. New posts can be created by surrendering existing posts only
Type of posts for surrender:
Existing vacant posts in Non-Safety categories.
Posts have been vacant for a long time and no action has been taken to fill them.
Redundant Posts due to introduction of new technology and change in working patron etc .
Creation of posts – Factors: Following factors to be taken into consideration for creation of posts:
Benchmark
All India average
Yard sticks
Existing vacancies in the category
Availability of surplus posts at other places
Burden on financial exchequer
Possibility of outsourcing.
Vacancy Bank - Role of Work study wing in the General Administration:
SDGM - Senior Deputy General Manager is the overall incharge of Work study wing.
Regularly conducts work study at field level in Divisions.
Duly keeping in view of above factors.
Recommends surrender of posts which are no longer required due to new technologies and change in working patron.
DRMs/CWMs and concerned Branch Officers should study the Work-Study reports and take action to surrender the recommended posts by discussing with the Work Study Officers.
Surrendered posts should be transferred to Vacancy Bank and utilize its money value for creation of posts.
The money value of surrendered posts is shared by Division, Zonal Head Quarter & Railway Board @50%,35% & 15% respectively.
Creation of posts - @ 1:1 ratio: DRMs also can identify posts in their divisions, surrender them and transfer them to vacancy Bank for creation of new posts @ 1:1 ratio.
RBE 127/2016
Pool of surrendered posts:
Exercise start in the beginning of every Financial Year i.e., April.
GMs and DRMs should review cadre position of all departments (post wise) and in consultation with Departmental Heads identify posts for the same.
Transfer such surrendered posts to ‘Pool of surrendered posts’ account duly removing them from Book of Sanctions and issuing surrender Memorandum.
The money value of these posts should be utilized for creation of posts as and when required.
Surrender of posts - Trade Unions: The recognized Trade Unions and Staff Councils should be kept informed about proposed surrender of posts.
Creation of posts- Step by step action:
Prepare justification for creation of post
Obtain availability of funds certification
Obtain Approval of Competent Authority
Issue creation memorandum
Show in Book of sanctions.
Redeployment of surplus staff:
Due to the surrender of posts, staff working against these posts will become surplus.
They should be redeployed to other places where their services and experience is gainfully utilized by imparting requisite training.
Until such time they are redeployed, supernumerary posts should be created for them.
Such posts get surrendered automatically immediately after redeployment of surplus staff.
Role of Personnel Department:
The entire work related to surrender of posts, creation of posts and redeployment of surplus staff etc.
In coordination with executive departments and Accounts department as per the directions of DRM/CWM.
Maintenance of Vacancy Bank & Pool of surrendered posts.
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