In the previous sections, we discussed about replacement problems, which were not related to human resources working in an organization.
The replacement models can also be used to solve the problems of staff replacement. This section focuses on the problem of replacing staff in an organization. Staff replacement is essential due to the following factors:
"Companies that sensibly manage their investment in people will prosper in the long run." - Tom DeMarco & Tim Lister
A team of software developers at www.universalteacher.com is planned to rise to a strength of 50 persons, and then to remain at that level. Consider the following data:
|Year||Total % who have left upto the end of the year|
On the basis of above information, determine:
What is the recruitment per year necessary to maintain the strength? There are 8 senior posts for which the length of service is the main criterion. What is the average length of service after which new entrant can expect his promotion to one of these posts?
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who leave at the end of the year
|No. of persons in service at the end of year||Prob. of leaving at the end of the year||Prob. of in service at the end of the year|
From table 1, we find that with a recruitment policy of 100 persons
every year, the total number of persons serving in the organization
would have been 455. Hence, if we want to maintain a strength of 50
persons then we should recruit
100 x 50
= 11 persons/year
Every year 11 persons should be recruited to maintain a strength of 50. Number of survivals after each year can be obtained by multiplying the various values of column (e) by 11.
"New people are recruited to replace the old ones." - Vinay Chhabra & Manish Dewan
|Year||Number of persons in service|
Now there are 8 senior posts. From table 2, it can seen that there are 3 persons in service during the sixth year, 2 in seventh year, 2 in eighth year, and 1 in ninth year. Hence, promotions of new recruits will start by the end of sixth year and will continue upto seventh year.
The Railway Ministry requires 200 private assistants, 300 private secretaries, and 50 section officers. Persons are recruited at the age of 21, if still in service, retire at the age of 60. Given the following life table, determine
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|No. in service||1000||600||400||380||311||260||229||206|
|No. in service||190||180||174||166||162||155||150||146|
|No. in service||145||135||131||125||120||112||105||100|
|No. in service||94||86||80||73||65||60||53||46|
|No. in service||40||32||26||23||19||13||11||0|
If a policy of recruiting 1000 persons every year is followed, then the total number of employees in service between the age 21 to 59 years will be equal to 6403. But the requirement of organization is 550 (200 + 300 + 50) employees.
Therefore, to maintain a strength of 550 employees, the organization
(1000 X 550)/6403 = 86 (approx.) persons every year.
Out of a strength of 550, there are 200 private assistants. Hence,
out of a strength of 1000 there will be
(200 X 1000)/550 = 364 private assistants.
From the above life table, 364 is available upto 24 years. Therefore, the promotion of private assistants will take place in 25th year.
Out of a strength of 1000 there will be
(300 X 1000)/550 = 545 private secretaries.
Number of section officers = 1000 - (364 + 545) = 91.
From the above life table, we find that at the age of 46 only 86 will survive. Therefore, promotion of private secretaries will take place in 46th year.