1Q

Define the term manpower planning. Explain the need for manpower planning. What are
the advantages of manpower planning?
Ans) Manpower planning managers need to estimate the requirement as close to reality as
possible and also ensure hiring for the job role requirements in the shortest possible time so that
the business is not impacted negatively due to the shortage or absence of resources. And this is
what makes manpower planning an interesting subject.
Need for Manpower Planning
The shortage of certain categories of employees and/or variety of skills despite the problem of
unemployment.The rapid change in technology, marketing, management etc. and the consequent
need for new skills and new categories of employees. The changes in organization design and
structure affecting manpower demand.The demographic changes like the changing profile of the
workforce in terms of age, sex education etc.The Govt. policies in respect to reservation, child
labor, working conditions etc.
Every business requires investments of funds. The art of maximizing returns from such
investments within the framework of law and ethics requires that the right numbers of people are
available for the open positions at the right time, at the right place with the right competencies,
attitude and values for doing the right things.
Imagine, your business needs 1000 people, and your business always has 300 less resources than
required in most of the months. Will your organization be able to achieve the goals and
objectives it set out at the beginning of the year? If it does not achieve the goals and objectives
planned, it will not be able to generate the returns promised by the management of the company
to be given away to its shareholders or directors or investors. If the business is not able to build
and maintain its credibility with various stakeholders, the business starts to fail.
Advantages of Manpower Planning
Manpower planning has gained wide recognition as a reliable tool for effective human
resource management
Manpower planning helps the organizations in utilizing human resources better through
effective planning and timely execution.
it assists the organization in anticipating the future trends in the demand for and supply of
labour. It replaces haphazard and thumb rule approaches towards human resource
management with a well-planned, systematic and scientific approach.
HR plans are capable of serving both the long-term and short term HR requirements of
the organization.
It helps the organization in determining the career growth of each employee in a
systematic manner.
It helps the organization in creating and maintaining a satisfied , well-trained and skillful
workforce.
2Q

What do you mean by manpower forecasting? Why is it necessary? Explain the types of
manpower forecasting.
Ans) Manpower forecasting is the very first step or feature of the entire manpower planning
activity. The HR manager foresees the demand and supply of different types of manpower
resources in the firm. In simple words the basic idea is to see where or in which area there is a
shortage or surplus of human requirement. Forecasting is the process of making judgments about
events whose actual outcomes have not been seen. We could use a word like prediction which is
similar, but a more general term.
Necessity for Forecasting
Forecasting is also important when it comes to developing new products or new product lines. It
helps management decide whether the product or product line will be successful. Forecasting
prevents the company from spending time and money developing, manufacturing, and marketing
a product that will fail.
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.
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. Such manpower forecasts
may be based on a rule of thumb, or on professional judgement, or on an explicitly
specified model or any combination of the three.
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.
3Q
The latest trend in recruitment is the E-Recruitment. Write a brief note on this Erecruitment
Ans) E-Recruitment
The buzzword and the latest trend in recruitment is the E-Recruitment or Online recruitment.
In this internet based tools are used to assist the recruitment processes. E.g.: naukri.com, careers
section of the organization website etc. Many big and small organizations are using Internet as a
source of recruitment. They advertise job vacancies through the internet. Job seekers send in
their applications or curriculum vitae (CV) through email.
Two kinds of e-recruitment options that an organization can use are:
Job Portals: Post an opening with job description and job specification on the job portal.
Search for suitable resumes available on the portal and invite candidates for an interview.
Careers Section On Companys Own Website: Create a complete online
recruitment/application section in the careers section of the companys own website. The
passive job seekers can submit their resumes into the database of the organization for
consideration in future, as and when the roles become available.

Resume Scanner:
Resume scanner is a facility offered by job portals to employers. Employers can filter, select and
screen resumes on pre-defined criteria and requirements (skills, qualifications, experience,
payroll etc.) of the job.
Online Recruitment Techniques
Provide a detailed job description and job specifications in the job posting to attract candidates
with the right skill sets and qualifications. Review applications using the filter and screening
method. Dont print, just screen online.
E-recruitment is the Evolving face of recruitment.
Advantages & Disadvantages
There are many advantages of e-recruitment; both to the employers and to the job hunters, but it
also has a few disadvantages too.
Advantages of E-Recruitment
Cost of posting jobs online are low vs. advertising in newspapers
No intermediaries or middle men handling CVs
Hiring time is reduced for recruitment. Works 24x7x365.
Facilitates recruitment of right type of people with requisite competencies
Short-listing is automated and quick
Disadvantages of E-Recruitment
Require being computer savvy: The process is restricted within computer savvy
candidates.
Legal consequences: Alike other recruitment sources this source also should be aware of
the words used in the advertisements otherwise it may lead to the charge of
discrimination.
Vast pool of applicants: This benefits the Organizations as well as it is disadvantage to
them also.
Non-serious applicants: Lot of applicants forward their resumes just to know their market
value.
Disclosure of information: Candidates profile and company details are available to
public.
4Q
Explain the necessity and types of induction.
Ans) Induction primarily allows the employee to get familiarized with the basics of the
organization, its policies and procedures, its processes, it goals, vision, mission, values,
compensation payout methods, reimbursement payout methods and the nature of business the
organization is involved in. These basics focuses more on the information or knowledge that is
immediately required for an employee to feel comfortable. This also introduces the employees to
gain an understanding about the organizations work culture.
Types of Induction

An organization needs to make a strategic choice before designing an induction/orientation

programme. They are: Formal Induction and Informal Induction
Informal Induction
In this the new employees are instructed to report to the HR department for an explanation of
organization policies before being referred to the manager for on the job briefing on specific
work process.
In informal orientation, new employees are put directly on the job and are expected to adjust
themselves on the new job and organization. Informal orientation tends to be brief; may last for
an hour or may be less than an hour.
Formal Induction
Here the management has a structured programme which is executed when new employees join
the firm. Formal induction is more elaborate and is spread over a couple of weeks or months.
A formal induction programme is shared by the HR specialists and managers. The HR manager
covers areas such as:
Introduction: to supervisors, trainers and colleagues.
Organization issues: organization history, history of the employer, names and titles of important
executives, departments, layout of physical facilities, probationary period, product line,
production procedure, organization policies and procedures, disciplinary regulations, safety
procedures.
Employee benefits: pay scale, pay days, vacation and holidays, rest breaks, training and
education benefits, counselling, insurance benefits, retirement programme etc.
Supervisors outline the main job duties: job location, task and overview of job, safety
requirements and relationship to other jobs.
The choice between formal and informal induction will depend mainly on the goals and
objectives of the organization. The more formal the programme the more the new employee will
acquire a set of standards. Many organizations prepare certain induction manual and induction
power-point presentations which they keep on the intranet. These can be accessed only by the
company employees. It is helpful when employees join in small numbers at different point of
time, when a separate induction programme cannot be held. This is also helpful to clarify any
doubts an employee may have regarding certain organizational practices. In an informal
programme individual differences are maintained.
5Q
Define talent engagement. Why is it important? What are the driving factors of talent
engagement?

Ans) 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.
An engaged talent (employee) is well aware of the organizations business context, and how to
work with colleagues to improve performance in his/her job and thereby benefit the organization.
Talent engagement forms a critical ingredient for an individual as well as the organizations
success. Talent engagement is strongly influenced by the depth of the leadership and its qualities
as well as organizations culture.
Talent engagement creates an atmosphere for employees to go beyond job responsibilities to
delight customers and promote business. It is a powerful retention strategy.
The definition of a fully engaged talent might be any of the following:
One who is intellectually & emotionally bonded with an organization
One who gives hundred percent effort
One who feels passionately about achieving organizations goals
One who lives the values of the organization
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
Driving Factors of Talent Engagement
The driving factors of talent engagement are:
Employers ability to create the conditions that promote talent engagement
Employees own unique psychological makeup and experiences
Nature of interaction between talented employees at all levels in the Organization
The above listed aspects are the responsibility of an organization and they have to create an
environment and culture which is conductive to this partnership.
Some of the other driving factors are:
Higher productivity
Higher employee commitment

 Higher profits
Higher client satisfaction
6Q
Describe employee exit process and operational responsibilities. Differentiate between exit surveys and
exit interviews.

Ans) Employee Exit Process (Managing Organizational Release)

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 preprinted 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.
Operational Responsibilities
This is termed as basic housekeeping. Immediately before or on the date of departure the
employee looks into basic housekeeping issues. Many organizations have a chain of standard
Exit Checklists for use. Here are suggested examples:
IT Checklist
Administration Checklist
HR Checklist
Standardized Exit Survey
This is documenting, employees general impressions, of the organization. Employers
document the employees impressions of their work experience for later use in improving the
organization functionalities. Forward thinking HR managers track the circumstances of employee
exits as well as the outgoing perceptions of those employees. This information offers valuable
insights for enhancing SOPs, employee incentive programs, organizational structure, managerial
approach etc.
Face-to-Face Exit Interview
This is viewed as the personal and professional closure. The employer and employee
accomplish proper closure with a face-to-face exit interview. An exit interview is generally
conducted by impartial persons such as an HR manager or a senior leader of the organization.
The idea is that employee should tend to be more forthright than disagreeable. Some
organizations engage a third party to conduct such interviews and provide honest feedback.
The objective of an exit interview is to gather information to improve upon the lacunae it may
have in its working conditions so that it helps in retaining other employees. A questionnaire
includes common questions such as reasons for leaving, job satisfaction level, frustrations and
feedback concerning the organization.