MU0010–Manpower Planning and Resourcing

Summer-2016

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Master of Business Administration - MBA Semester 3

MU0010–Manpower Planning and Resourcing-4 Credits

(Book ID: B1765)

Assignment (60 Marks)

Note: Answers for 10 marks questions should be approximately of 400 words. Each question is followed by evaluation scheme. Each Question carries 10 marks 6 X 10=60.

Q1. Define the term ‘manpower planning’. Explain the need for manpower planning. What are the advantages of manpower planning?

Answer. Manpower Planning which is also called as Human Resource Planning consists of putting right number of people, right kind of people at the right place, right time, doing the right things for which they are suited for the achievement of goals of the organization. Human Resource Planning has got an important place in the arena of industrialization. Human Resource Planning has to be a systems approach and is carried out in a set procedure. The procedure is as follows:

Ø  Analyzing the current manpower inventory

Q2. What do you mean by manpower forecasting? Why is it necessary? Explain the types of manpower forecasting.

Answer. Manpower planning:

The prediction of future levels of demand for, and supply of, workers and skills at organizational, regional, or national level. A variety of techniques are used in manpower forecasting, including the statistical analysis of current trends and the use of mathematical models. At national level, these include the analysis of census statistics; at organizational level, projections of future requirements may be made from sales and production figures. Manpower forecasting forms part

Q3. The latest trend in recruitment is the ‘E-Recruitment’. Write a brief note on this ‘E-recruitment’.

Answer. E-recruitment includes those practices and activities carried on by the organization through internet with the primary purpose of identifying and attracting potential employees. (Online recruitment is another name of e-recruitment). E-Recruitment or recruitment is the process of personnel recruitment using electronic resources, in particular the internet. Companies and recruitment agents have moved much of their recruitment process online so as to improve the speed by which candidates can be matched with live vacancies. Using database technologies, and online job advertising boards and search engines, employers can now fill posts in a fraction of

Q4. Explain the necessity and types of induction.

Answer. An induction program is the process used within many businesses to welcome new employees to the company and prepare them for their new role.

Induction training should, according to TPI-theory, include development of theoretical and practical skills, but also meet interaction needs that exist among the new employees.

A typical induction program will include at least some of the following:

Ø  Any legal requirements (for example in the, some Health and Safety training is obligatory)

Ø  Any regulatory requirements (for example in the banking sector certain forms need to be completed)

Q5. Define talent engagement. Why is it important? What are the driving factors of talent engagement?

Answer. Also called worker engagement is a business management concept. An "engaged employee" is one who is fully involved in, and enthusiastic about their work, and thus will act in a way that furthers their organization's interests. According to Scarlett Surveys, "Employee Engagement is a measurable degree of an employee's positive or negative emotional attachment to their job, colleagues and organization that profoundly influences their willingness to learn and perform at work". Thus engagement is distinctively different from employee satisfaction, motivation and organizational culture. Employee engagement was described in the academic

Q6. Many organizations closely observe the employee exits and are managing the exit process professionally in order to reduce the employee turnover. Describe such employee exit process and operational responsibilities. Differentiate between exit surveys and exit interviews.

Answer. Employee Exit Management is the process within organizations dealing with the termination of the employment of employees. It applies to both employees who have resigned voluntarily and those that have been terminated by the company through a layoff or dismissal.

A wide array of value can be obtained during the exit interview process. One management goal should most certainly be to get to the bottom of why the employee is leaving, if they are doing so voluntarily. It is also an opportunity for you to learn information that will enable transfer of

Summer-2016

Get solved assignments at nominal price of Rs.125 each.

Mail us at: subjects4u@gmail.com or contact at

09882243490