Role of management information systems in manpower allocation
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The document discusses management information systems (MIS) and their role in manpower allocation. It defines MIS and explains how MIS can help with manpower planning, allocation, and retention. The types of manpower allocation are described as centralized, hierarchical, and bi-directional. The steps in manpower allocation include analyzing current inventory, making future forecasts, and allocating resources. The case study examines using an MIS to help with nursing manpower allocation in hospitals by redefining nursing activities, skills, workloads, and using simulation to forecast staffing needs.
Role of management information systems in manpower allocation
- 1. ROLE OF MANAGEMENT INFORMATION SYSTEMS IN MANPOWER ALLOCATION MAYANKBAHETI KSHITIJ PURI
- 2. INTRODUCTION TO MANAGEMENT INFORMATION SYSTEM • The MIS is defined as a system which provides information support for decision making in the organization. • The MIS is defined as an integrated system of man and machine for providing the information to support the operations, the management and the decision making function in the organization. • The MIS is defined as a system based on the database of the organization evolved for the purpose of providing information to the people in the organization. • The MIS is defined as a Computer based Information System.
- 3. WHAT IS MANPOWER ALLOCATION ? • Manpower Allocation is an important process that: (1) enables organizations to determine the most efficient manpower composition, and (2) provides a foundation to recruit and/or reorganize the manpower to achieve organizational goals. An effective manpower plan has the right number of workers with the right skills for the right tasks at the right time. • Allocate manpower resources based on command priorities, historical utilization data and analysis of mission/goals and functions. • Manpower allocation is a plan for using available resources, especially in the near term, to achieve goals for the future. It is the process of allocating manpower among the various projects or business units. • Allocation of power in terms of the workers available to a particular group or required for a particular task.
- 4. MANPOWER ALLOCATION • Manpower allocation helps in managing the impact of deficits and excess in manpower supply through promotion, transfer and job-rotation. • Manpower retention means taking necessary steps to ensure that the organization provides a conductive-atmosphere to the employees to perform and keep each employee engaged. • Manpower allocation is a step in manpower planning process.
- 5. TYPES OF MANPOWER ALLOCATION • Centralized Manpower Allocation : Centralized Manpower Allocation In this technique, a centralized allocator keeps track of all the available resources. All entities send messages requesting resources and the allocator responds with the allocated resources. • Hierarchical Manpower Allocation : Hierarchical Manpower Allocation In this technique, the resource allocation is done in multiple steps. • Bi-Directional Manpower Allocation : Bi-Directional Manpower Allocation This scheme allows two independent allocators to allocate the same set of resources.
- 6. STEPS IN MANPOWER ALLOCATION • Analyzing the current manpower inventory- Before a manager makes forecast of future manpower, the current manpower status has to be analyzed. For this the following things have to be noted- • Type of organization • Number of departments • Number and quantity of such departments • Employees in these work units Once these factors are registered by a manager, he goes for the future forecasting. • Making future manpower forecasts- Once the factors affecting the future manpower forecasts are known, planning can be done for the future manpower requirements in several work units. The Manpower forecasting techniques commonly employed by the organizations are as follows: • Expert Forecasts: This includes informal decisions, formal expert surveys and Delphi technique. • Trend Analysis: Manpower needs can be projected through extrapolation (projecting past trends), indexation (using base year as basis), and statistical analysis (central tendency measure). • Work Load Analysis: It is dependent upon the nature of work load in a department, in a branch or in a division. • Work Force Analysis: Whenever production and time period has to be analysed, due allowances have to be made for getting net manpower requirements.
- 7. Architectural Design Of MIS For Manpower Allocation
- 8. Detailed Design Of MIS For Manpower Allocation Graphical User Interface • The Graphical User Interface represents the user’s view of the database. It is the front end to the user which is used for submission of queries to the database. Security • This describes the security measures for the Database which include access and use of the database at the system level by use of username and password, and Data security by assigning user rights. Database • The database represents related data which is stored logically. It comprises entities, attributes and relationships. Data stored can be retrieved, updated, edited or deleted.
- 9. CONCEPTUAL LEVEL • The conceptual model was designed independent of the physical features of the database such as DBMS software and programming language. The Context Diagram was used to show the general function of the entire system in relation to external entities.
- 10. Relationship Diagram For The Designed MIS Manpower Allocation • The Relationship diagram shows the relationships between the different entities in the system. • The Entities were identified using information documented in the users specification and are: Employee, Qualification , Skill, Job. Entity Relationships can be One to One, One to Many, and Many to
- 11. DATA FLOW FOR DESIGNED MIS FOR MANPOWER ALLOCATION • The Data Flow Diagram is a representation of Entities, processes , data flow and data storage in the system. It shows activities which transform data within the system, and how data flows into, out of, and within the system.
- 12. USE OF MIS IN MANPOWER ALLOCATION • The management of human resources and human capitals. • This component maintains a employee database containing information about employees contact information, salary details, attendance, performance evaluation and promotion details. • This component helps the management to make use of the employees best talent.
- 13. ADVANTAGES OF MIS IN MANPOWER ALLOCATION • It save time and money. • It connects all decision centers in the organization. • It increased the data processing and storage capabilities. • Another advantage of MIS is that it minimizes information overload. • It reduce fragmentation and duplication of data.
- 14. Case Study Nursing Manpower Allocation in Hospitals
- 15. CASE STUDY ON NURSING MANPOWER ALLOCATION IN HOSPITALS Objectives of Study • Develop a nursing manpower allocation model which deals with workload, assignment and best fit between patient’s demands and nurses availability - in clinical wards. • Establish a quantitative method that relates to productivity issues and to quality of care - for nursing activities.
- 16. METHOD • Redefine nursing activities to allocate productive ways to deal with dynamics of patients variability • Define nursing skills suitable for proper handling at different nursing levels for various patient’s needs • Determine work load and nursing activities in a quantitative way – on basis of performance measurement • Exercise findings and study approach in 2 Internal Med. Wards and 1 Surgery Ward in Sheba Med. Center • Use simulation procedures to forecast best nurse and patient mixture– create a decision tool for management
- 17. METHOD Nursing allocation Patients policies definition classification Forecasting Establishing time data patients base for nursing blend activities in target unit Simulation Influence of the nursing FTE’s Converting the simulator on the nursing quality of care results to a nursing FTE’s
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