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PRACTICE NUMERICAL HRP

Q.1. Prepare the Delphi Technique on the basis of the data provided.
300 employees are working in the Organisation. 150 employees are confirmed.
Attrition is 15%. Employee retirements are 5, one death, and 2 terminations. 6
employees have been called from regional offices to substitute the employees
on long term leave. If the forecasted requirement is 200 employees and
seasonal requirement is 20 then what is the status of the man power? The
current attrition is 2.
Q.2.The department has 65 employees.5% are GETs and 2 MTs. The Business
Strategy calls for a high Sales season demanding another 50 contractual
employees. The department averagely has 10% attrition. So the forecasted
requirement this year is 45 new heads.
With 2 Deputations, and 2 women employees on Maternity leave, help is
called for from other offices.6 senior employees would retire this year. Sadly 4
terminations are called for low performers IN April.
Questions:
How many vacancies are open this year?
What is the available headcount available?
What is the Predicted Separation in terms of Employee Headcount?
Is it a Deficit or a Surplus Budget?
How much is the headcount budget needed from Finance.
Prepare the Manpower status on Delphi technique.
1. The organisation has 200 employees working. Seasonal trainees and
contractual persons happen to be about 55.5 data entry operators and 20
Contractual employees are working. This year forecasted FTEs are 60 for the
expansion and 20 for peak quarters.5 employees are on sick leave, and 3 on
sick leave. Average attrition amounts to 25% there have been two retirements
and one suicide last month .Two resignations are due in April. Predictive
attrition is expected to be 5% in the first quarter.
Prepare a Delphi Technique based on the above data.
2. If 60 vacancies are created a particular year, how will you manage these
vacancies through Internal Job Postings? Apply laterals and verticals
appropriately.
3. Numerically represent the different employee cost cutting measures at
different levels. Also present the three step model of downsizing.
4. If 85 employees have to be mobilised in the organisation, what are the
various measures that can be adopted. Approximately how much costs can be
saved through the measures that you suggest? Present a numerical example.

5. Are employees really surplus in the Organisation as per the business need?
Give reasons
6. Why are laterals cost effective?
7. What are the various pre-preparation considerations to be undertaken by
the HR and the Departmental heads before downsizing?

LATERALS AND VERTICALS FORMULAE


LATERALS
1. TRANSFER -RELOCATION
A. Infrastructural Cost= HRA/CLA, packers and movers, vehicle freight,
makeshift arrangement, Air tickets.
B. Employee Cost= CCA which includes additional HRA, Canteen, Conveyance
expenses and level of difficulty. Transfer leave.
C. Incidental expenses= School admission, RTO Registration, Brokerage and
others if any.
A+B+C*NO.OF TRANSFEREES

B.TRAINING AND TRANSFER COST


A. Program cost (faculty, rentals, food, literature, equipment) +
B. Employee Cost= Opportunity cost (one day CTC*3), conveyance +
C. Admin Cost= correspondence, documentation
A+B+C*NO.OF TRAINEES *NO.OF TRAINING DAYS

VERTICALS
A.PROMOTIONS (Lateral Promotion, Slab Based Promotion, Grade Based)
CTC Increase/ Basic + Grade related allowances x no.of promotions
B. Deputation
Allowances + Conveyance + hospitalility X no.of days/months x no. of
deputees.

CLASS EXERCISE
1. The Organisation has 1500 employees.1300 are confirmed. The employees
turnover as on 31 st March 2016 is 10% while the average attrition for the year
is 15%.Calculate the annual respective vacancies. Target the ethical % of IJPs.
2. The Marketing head in Hyderabad does wish to recruit externally due to
budget constraints, but decides to go for lateral relocation for managing the 5
vacancies of the senior executives at Bangalore. He wants to know the
recruitment budgets and the budget for the lateral transfers.
The current payables details are: CTC 10 lacs
Conveyance allowance: 5000
Canteen Allowance: 4500
HRA: 20% of the basic salary.
NUMERICALS

1.3 Junior Employees need to be laterally transferred from Pune to Delhi after
a significant input in Technical training of three days.
The CTC is 8lacs per employee. CCA is 20% of the CTC. Calculate the other
expenses with rational assumptions to reach the cost of total transfers. If the
daily program cost 7000/- per trainee, work out the total training cost and the
cost of Laterals.
2. The Organisation has 1500 employees.1300 are confirmed. The employees
turnover as on 31 st March 2016 is 10% while the average attrition for the year
is 15%.Calculate the annual respective vacancies. Target the ethical % of IJPs.
3. The Marketing head in Hyderabad does wish to recruit externally due to
budget constraints, but decides to go for lateral relocation for managing the 5
vacancies of the senior executives at Bangalore. He wants to know the
recruitment budgets and the budget for the lateral transfers.
The current payables details are: CTC 10 lacs
Conveyance allowance: 5000
Canteen Allowance: 4500
HRA: 20% of the basic salary.
For Relocation of transfers, additional allowances (CCA, ADDITIONAL
ALLOWANCE) are subject to the cost of living expenses.
Calculate the cost of laterals and Recruitment for the 5 executives.
4. A company closes one line of product, as a result 55 employees are rendered
surplus. The total employee cost will increase considerably due to redundancy
.Instead of immediate downsizing, HR suggests to reduce costs by 20% to start
with. The total Organisational costs are 20 lacs per annum. Suggest some ways
of cost cutting of benefits on the Organisational level. Present the numerical
examples for the same. (Assumptions permitted)
5. Prepare the Delphi Technique on the basis of the data provided.
300 employees are working in the Organisation. 150 employees are confirmed.
Attrition is 15%. Employee retirements are 5, one death, and 2 terminations. 6
employees have been called from regional offices to substitute the employees
on long term leave. If the forecasted requirement is 200 employees and
seasonal requirement is 20 then what is the status of the man power? The
current attrition is 2.
6. Design the process of Ethical Downsizing which would be implemented
easily in any sectors.
7. Which sensitivities need to be observed while downsizing.
8. In an Organisation, 120 confirmed employees are there .The Senior
Management has decided to reduce 20% workforce. The HR requests to stall
downsizing but can reduce the equivalent costs by Employee cost cutting
measures. The average employee cost is 2 lakhs, over and above the CTC.Is it
possible for HR to achieve the targeted result? Represent your response
numerically