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DRIVE-- SUMMER 2016

SUBJECT CODE & NAME- MU0010 MANPOWER PLANNING AND RESOURCING


BK ID- B1765
Q.1 Define the term manpower planning. Explain the need for manpower planning. What are
the advantages of manpower planning?
ANS. Definition of manpower planning
Manpower planning is the process of estimating or projecting the number of personnel
required for a project (with different skillsets) over a predefined period of time. Manpower.
StrategicPlanning. Scenario Planning or Contingency Planning
Need for manpower planning
Manpower Planning is a two-phased process because manpower planning not only analyses the
current human resources but also makes manpower forecasts and thereby draw employment
programmes. Manpower Planning is advantageous 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 programmes are based on manpower planning.
3. It also helps to reduce the labour 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
programmes 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


Top Six Benefits of Man power planning to the organization

Employees who are inducted will be skilled as you have already planned your
training programs.

You will get a correct job replacement for the vacancy made due to an employee
switching over to another company or resigning due to some other reasons.

You can take any type of projects as man power planning helps you to get the
right person for the job.

Can achieve overall goals of the company as quality employees deliver quality
work.

Increase the number of clients as the employees deliver quality work on


schedule.

Turnover and profits of the organization will increase due to quality work and can
increase the number of clients quickly than any other organization.

These are the top six benefits of Man power planning which helps organization to grow
in faster pace.
Q.2 What do you mean by manpower forecasting? Why is it necessary? Explain the types of
manpower forecasting.
ANS. Meaning of forecasting
Forecasts refer to a prediction of the outcome when normal course of events are influenced and altered by
external forces. Forecasts usually take into account both the projections and the estimates. For example, forecasts
at the macro level could result in a statement of what would happen if economic growth was deliberately
manipulated by government policy Forecasting is the process of making judgments about events whose actual
outcomes have not been seen.
Types of forecasts
Types of Manpower Forecasting
Having understood the objectives of manpower forecasts one needs to know that manpower forecasts could be
categorized differently, depending on the purpose for which forecasts are made. Some of the major types of
forecasts are briefly described here.
1) Short-Term Forecasts
Short-term forecasts are very useful at the micro-level or we can also say company level, e.g., a chain hotel makes
financial statement for its expenditures keeping in view both the ongoing projects and the projects in the pipeline.
2) Medium-Term Forecasts
For most countries medium term is about two to five years - the horizon for planning. Medium term forecasts are
useful in those offices where manpower is concerned with advising ministers or preparing contingency plans to
meet the 'twists and turns of economic circumstances or international events'.
3) Long-Term Forecasts
Forecasts for a period more than five years are considered as long-term forecasts. These forecasts are useful in
educational planning, particularly relating to the highly skilled professional categories of manpower. They are
also useful in the preparation of corporate plans incorporating productivity changes, technological changes and
major organisational developments.
4) Policy Conditional Forecasts
Policy conditional manpower forecasts are those which are determined by the policy towards the factors which
influence the demand for manpower.
5) Optimising Forecasts

Optimising manpower forecasts are those which are obtained as solutions to an optimising model in which
numbers demanded of various categories of manpower are so determined that either the end benefits are
maximised, or cost of resources used in achieving a pre-determined end objective is minimised.
6) Macro and Micro Forecasts
Macro forecasts are done usually at the national, industry sector and region state levels whereas Micro
forecasts are made at the enterprise or department level. Macro manpower forecasts are used for planning,
education and training facilities as well as to make decisions regarding choice and location of industries for
development whereas Micro manpower forecasts are needed primarily for planning recruitment, promotion,
training and counselling in accordance with the plan for the development of enterprise or department concerned

The latest trend in recruitment is the E-Recruitment. Write a brief note on this
Erecruitment.
Q,3

ANS. The two kinds of e-recruitment that an organisation can use is

Job portals i.e. posting the position with the job description and the job specification on the job
portal and also searching for the suitable resumes posted on the site corresponding to the opening in
the organisation.

Creating a complete online recruitment/application section in the companies own website. Companies have added an application system to its website, where the passive job seekers can
submit their resumes into the database of the organisation for consideration in future, as and when
the roles become available.
Resume Scanners: Resume scanner is one major benefit provided by the job portals to the
organisations. It enables the employees to screen and filter the resumes through pre-defined criterias
and requirements (skills, qualifications, experience, payroll etc.) of the job.
Recruitment techniques

Giving a detailed job description and job specifications in the job postings to attract
candidates with the right skill sets and qualifications at the first stage.

E-recruitment should be incorporated into the overall recruitment strategy of the organisation.

A well defined and structured applicant tracking system should be integrated and the system
should have a back-end support.

Along with the back-office support a comprehensive website to receive and process job
applications (through direct or online advertising) should be developed.

Advantages & Disadvantages Of E-Recruitment


There are many benefits both to the employers and the job seekers but the e-recruitment is not free
from a few shortcomings. Some of the advantages and the disadvantages of e-recruitment are as
follows:
Advantages of E-Recruitment are:

Lower costs to the organisation. Also, posting jobs online is cheaper than advertising in the
newspapers.

No intermediaries.

Reduction in the time for recruitment (over 65 percent of the hiring time).

Facilitates the recruitment of right type of people with the required skills.

Improved efficiency of recruitment process.

Gives a 24*7 access to an online collection of resumes.

Online recruitment helps the organisations to weed out the unqualified candidates in an
automated way.

Recruitment websites also provide valuable data and information regarding the compensation
offered by the competitors etc. which helps the HR managers to take various HR decisions
like promotions, salary trends in industry etc.

Disadvantages of E-Recruitment
Apart from the various benefits, e-recruitment has its own share of shortcomings and disadvantages.
Some of them are:

Screening and checking the skill mapping and authenticity of million of resumes is a problem
and time consuming exercise for organisations.

There is low Internet penetration and no access and lack of awareness of internet in many
locations across India.

Organisations cannot be dependant solely and totally on the online recruitment methods.

In India, the employers and the employees still prefer a face-to-face interaction rather than
sending e-mails.
Q.4 Explain the necessity and types of induction.

ANS. asically there are two types of inductions, Formal induction and Informal induction.
Formal induction is a planned attempt to introduce new employees to the organization, job and the
working environment. This induction type may consume more time of the superiors to learn and
deliver the new employees needs at the beginning. But this may create new employees less
number of errors at the working period and good coordination among all the parties. At this type of
program, new employee may get know, who are the most experienced person to have the solution
of the particular problem new employee might has. At the very beginning new employees are
having lots of questions as same as kids at small ages. That is full normal thing and common
thing, because the new employee needs to get know all the things, he may actually needs or not.
CEO, GM, Section/Department Heads, Senior Managers, and Line Managers may involve in to the
formal induction program. (From top management to bottom line). This will deliver fundamental

things that new employees need to know. Advantage of the formal induction program is
organization will have the better chance to win the new employees loyalty at the very beginning.
And also new employee will have the chance to carry his/her works clearly, with less numbers of
errors. Also, new employee will fit to the organizational culture and the work group easily, and
strongly.
Informal induction is not planned and is ad hock. New employees learn through trial and error
method. They get familiar with the work and work environment by them selves. This induction
type will make the stress on new employee at the very beginning, because of his/her not knowing
things at the operations. So in that case, new employee may leave the organization at the
beginning and then the organization may need to follow all the process of recruiting and new
employee to the organization. Also this method will create a large number of errors making by new
employee and then it may creates big losses to the organization. Those are the disadvantages of
informal induction program. The advantage of informal induction is, if the new employee survived,
then he/she may know the process by his/her experience, and the later on errors may minimize.
But at the beginning the viceverse thing of above advantage may creates loses, if the new
employee unable to survive at the organization. At the movements which employees couldnt
survive, there could be see they are leaving organization at the beginning they have joined to it.
So this will creates high labor turn over too.

Q.5 Define talent engagement. Why is it important? What are the driving factors of talent

engagement?
ANS. Talent Engagement
Talent engagement is the concept which explains the degree to which a talent (employee) is
emotionally bonded to his organization and passionate about his work. Talent engagement is
the level of commitment and involvement a person has towards his organization and its
values. Talent engagement creates an atmosphere for employees to go beyond job
responsibilities to delight customers and promote business. It is a powerful retention
strategy.

Importance of Talent Engagement


Managers should essentially cultivate engagement in the organization because failure to do
that causes a lack of commitment and motivation amongst employees. Talent engagement is
linked to talent turnover, customer satisfaction, loyalty and profitability.
The importance of talent engagement is that it helps

Create and sustain world class processes


Contribute greatly to society at large
Lower stress and allows more healthier lives
Achieve greater work-life balance
Allows more peace on earth
Increase ability to attract new talent
Increase ability to innovate

Levels of Talent Engagement


Studies revealed that there are 3 levels of engagement:
1. Engaged Talent
Engaged talent performs consistently at high levels. Engaged talent is always ready to find
out peoples expectations from them or their role so that, they can meet and exceed them.
They are more curious about their company and their position in it. They work whole
heartedly using their talent and strengths at workplace every day for the betterment of their
organization. They work towards driving innovation in the organization and for moving it
forward.
2. Not Engaged Talent
This is a kind of talent that tends to concentrate more on the tasks allotted to them rather
than the goals and outcomes expected. They have to be repeatedly told their responsibilities,
so that they can complete their work. Consequently the focus shifts from accomplishing tasks
rather than achieving an outcome. Employees who are not engaged tend to feel that their
contributions are being overlooked, and their potential is not being tapped. The reason
behind them feeling like this is that they do not have productive relationships with their
managers or colleagues. And they do not produce any positive results for the organization
also.
3. Actively Disengaged Employee
These employees are consistently against almost everything. Apart from being unhappy at
work they are far busier demonstrating their unhappiness. Actively disengaged employees
undermine what their engaged colleagues accomplish. Actively disengaged workers cause
great damage to the organization in general. It is better to retrench such employees.
Q.6 Describe employee exit process and operational responsibilities. Differentiate between exit
surveys and exit interviews.
ANS. Employee Exit process
Employee exit process ensures that all the documentation and processes are followed in a
professional manner by organizations and businesses.

The employee who wants to resign will discuss with his Manager, submits his resignation to
his Manager. The Manager should put his comments on the resignation letter and forward it
to HR. (these comments can be To be relieved by dd/mm/yyyy, or some other special
comments) HR on receipt of the Resignation letter, enters in the software, the date of receipt

of resignation letter, terms and conditions of resignation if any special is there. and
comments of Manager, the payroll changes are made accordingly as per the relieving date
decided, the software generates the receipt of resignation letter, along with a no dues format,
with employee name, roll no, dept already pre-printed on the no dues format. These letters
and format are handed over by HR to employee, + details of PF transfer forms, withdrawal
forms as applicable. All the payroll changes, PF changes are scheduled to take action on the
relieving date in software. HR prepares the matter of Relieving letter and gives it to the
Manager for suggestions / comments. The relieving letter is kept ready. Usually before / on
the relieving day or some 2 days ago, the employee submits all no dues, and other forms to
the HR and takes his relieving letter. The sample questions below will help to facilitate these
goals. They must be used as soon as the employee and the organization are aware that the
employee will be leaving. It is only appropriate not to leave these questions until the exit
interview. How will the employees knowledge be advantageous to the organization; their
opinions, experience, introductions to their contacts, colleagues etc., before the employee
leaves? Will the employees meet up happily with managers or successor or colleagues to
advice them so that the organization will benefit from their knowledge and experience before
their departure? How to help the employees to pass on knowledge and experience to their
successor before they leave the organization? How and when will the employee prefer to
pass on knowledge to the successor? How does the organization agree for this knowledge to
be transferred? Are employees happy to help the organization by naming a successor?
Employers or HR managers will get the most for the organization and be able to best help to
the departing employee by being positive, constructive, understanding and helpful, prior to
and during the exit interview process. Treat people with respect and dignity, and usually they
will respond in kind.

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