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What do you mean by Manpower Planning? Describe the various stages & obstacles
involved in Manpower Planning. ?
Definition of Manpower Planning:
Explain the various stages involved in Manpower Planning:
Explain the obstacles in Manpower Planning
Ans: Manpower planning may be viewed as foreseeing the human resources requirement
of an organization and the future supply of human resources and (i) making
necessary adjustments between these two and organizational plans and (ii)
foreseeing the possibility of developing the supply of manpower resources in order to
match it with the requirements by introducing necessary changes in the functions of
human resources management.
iii.
Expert Forecasts: This includes formal expert surveys, informal decisions and
the Delphi technique.
Trend analysis: Manpower needs can be seen through the past practice of the
firm or organization keeping the principle year as a basis and a central
tendency of measure.
Work Load Evaluation: This depends on the nature of the work load in a
branch, department, or a division in affirm or organization.
iv.
v.
Work force evaluation: As production and the time duration are to be kept in
mind, allotments have to be made for getting the total manpower
requirements.
Other methods: A few mathematical models with the help of computers are
also used to forecast manpower needs.
What do you mean by Human Resource Accounting (HRA)? Discuss the objectives
and advantages of HRA. ?
Definition of Human Resource Accounting
Describing the objectives of HRA
Describing the major benefits of HRA
Ans:
Provide methods and standard for evaluating the worth of people to the
organization effectively
Enable effective management and monitoring of resources
To report progress or retardation of human assets.
Form the base for developing management principles by reporting financial
outcomes of decisions taken.
It checks the corporate plan of the organization. The corporate plan aiming for
expansion, diversification, changes in technological growth etc. has to be
worked out with the availability of human resources for such placements or
key positions. If such manpower is not likely to be available, HR accounting
suggests modification of the entire corporate plan.
It offsets uncertainty and change, as it enables the organization to have the
right person for the right job at the right time and place.
It provides scope for advancement and development of employees by
effective training and development.
It helps individual employee to aspire for promotion and better benefits.
It aims to see that the human involvement in the organization is not wasted
and brings high returns to the organization.
It helps to take steps to improve employee contribution in the form of
increased productivity.
It provides different methods of testing to be used, interview techniques to be
adopted in the selection process based on the level of skill, qualifications and
experience of future human resources.
It can foresee the change in value, aptitude and attitude of human resources
and accordingly changes the techniques of interpersonal management.
3.
Ans:
1.
2.
3.
4.
5.
6. Selection tests
7. Final interview with line manager
8. Medical examination
9. Reference checks
10. Job offer
For the shortlisted candidates prepare a list of questions to be asked to
evaluate the candidate profile effectively. Also keep a checklist handy for selecting an
employee. This will help to systematize the procedure for selecting an employee.
Written examination: It is conducted for those candidates whose applications have
been short-listed after reviewing the applications. The written examinations evaluate
candidates language skills, arithmetical skills, general knowledge, and reasoning
skills.
Preliminary interview: Many a time the recruitment team organizes an interview of
the candidate with a senior member of the organization, only to find that the
candidate was absolutely not suitable for the job. In fact the recruiter may have to cut
a sorry face in front of his seniors. Therefore, it is best to conduct a preliminary
interview. Here necessary inputs from candidates can be gathered and the
candidates suitability to be job can be assessed. This ensures that only the right
candidates are progressed for meeting the senior management and the purpose and
the effort of the main interview is not wasted.
Business games: This is a widely used selection technique where in a task is
allocated to candidates. While performing this task, the competencies demonstrated
and the behaviors are observed as well as the goal-oriented of the candidate. This
brings to forth the true competencies and behaviors of the candidate. Candidates
always want to present themselves better than what they really are. During these
business games, the true side of the candidates comes forth making it easier for the
interviewing panel to take a decision.
Selection tests: As described in the introduction, many organizations struggle with
critical problems in selecting the right candidates. Selection techniques and methods
reduce the challenges faced in selecting and hiring the right candidates for the
organization.
Final interview: An interview plays an essential part in selecting an employee. The
interview is an important tool employers use in selecting. The questions asked at the
interview are crucial as they help in selecting the right employee. Interview questions
help in separating the most capable candidates from average candidates and hence
interview questions are important to employees.
Medical examination: Almost all jobs require a certain set of physical qualities or
abilities. Like ability to see clearly, hear perfectly, stamina and clear speech. The
medical examinations if reveals the candidate having any previous health conditions
which may prevent or hinder the candidate from performing the job role properly.
4
Reference checks: Efficient background check is one of the most important steps
when selecting an employee. One has to check that all the presented, credentials,
knowledge, skills, and experience are actually possessed by the candidate.
4.
Ans:
, 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 preprinted on the no dues format.
Operational Responsibilities:
This is termed as basic housekeeping. Immediately before or on the date of
departure the employee looks into basic housekeeping issues. Here are suggested
examples:
IT Checklist:
Clean-up local hard drive Clean-up network drives (personal & work)
Let them know what to do with network job files
Return manuals and disks
Delete organization software from personal laptops or other home
computers
Return all Office KeysClear out the office desk, files; return all stationary
/supplies/ equipment to production; take all personal belongings
Return Credit Cards (if any)
Have address changed on letters, bills/forwarded at post office/ courier
Hand in all copies of reports, files, manuals etc.
File all work, or arrange with someone responsible for filing work file when job
is complete (do not leave any work files in office)
In exit interviews, the interviewer has to listen more than talk and provide time and
space to the employee to answer as they may be nervous. Ensure a meeting room
is blocked and no interruptions occur during the process. The interviewer may
reassure to the employee to speak up and not feel threatened. He should interpret,
reflect and understand what employee is saying. The interviewer should resist from
6
As an HR, you are asked to focus on the Talent Development Process in your
organization .How would you define Talent Development? Explain the necessity of
Talent Development from an HR perspective. Explain the model for achieving
excellence in Talent Development?
Ans:
With the growing economy in the 21st century, employee retention and
recruitment will be the key issue for different organizations. So finding the
proper talent and creating opportunities for its development would be reasons
enough for a talent to stay in the organization.
Identifying and developing talent are the critical steps in retaining the top
talents in an organization. The cost of replacing a valued employee is
enormous. Organizations need to promote diversity and design strategies to
retain people, reward high performance and provide opportunities for
development.
b) Succession Planning