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:
 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 ‘Erecruitment’.
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:
 Any legal requirements (for example in the, some Health and Safety training is obligatory)
 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: [email protected] or contact at
09882243490

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