DHRM301 MANPOWER PLANNING & SOURCING

Description

SESSION	FEBRUARY – MARCH 2025
PROGRAM	MASTER OF BUSINESS ADMINISTRATION (MBA)
SEMESTER	III
COURSE CODE & NAME	DHRM 301 MANPOWER PLANNING AND SOURCING

 

 

Assignment Set – 1

 

Q1. Describe the 5 steps in manpower planning and throw some light on the obstacles faced in manpower planning. 5+5

Ans 1.

Step 1: Analyzing Organizational Objectives

The first step in manpower planning is to understand the organization’s short-term and long-term goals. These objectives could be related to expansion, diversification, cost reduction, or technological advancement. By analyzing business plans, HR can identify the skills, number of employees, and types of positions needed. Without aligning manpower planning with strategic objectives, workforce management becomes directionless. This foundational step ensures that human

 

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Q2. Demand Forecasting plays an important role in Manpower planning. Justify What are the advantages of Human Resourcing Accounting in modern day business?            6+4

Ans 2.

Importance of Demand Forecasting in Manpower Planning

Demand forecasting is a critical process in manpower planning, allowing organizations to anticipate and prepare for their future human resource requirements. It involves estimating the number, type, and quality of employees an organization will need over a specific period, based on business goals,

 

 

Q3. Write short notes on

1. A) Competency Mapping
2. B) Developing Manpower Plan 5+5

Ans 3.

1. A) Competency Mapping

Competency Mapping is the process of identifying key competencies required for specific roles and evaluating the existing skillsets of individuals within an organization. A competency is a combination of knowledge, skills, abilities, and behaviors that contribute to successful job performance. Competency mapping helps in aligning an employee’s capabilities with the strategic

 

 

Assignment Set – 2

 

 

Q4. Explain the train-to-hire process and discuss the benefits and challenges of partnering with educational institutions for talent acquisition. 10

Ans 4.

Train-to-Hire Process

The train-to-hire model is a strategic recruitment approach wherein candidates undergo specific training designed by an organization, often in partnership with training agencies or educational institutions, before being considered for employment. This model ensures that candidates are not

 

 

Q5. Explain the selection process adopted for selecting the best candidate in detail. Elaborate the important steps to be kept in mind by HR managers while designing an induction program? 6+4           

Ans 5.

Selection Process for Choosing the Best Candidate

The selection process is a structured series of steps undertaken by organizations to identify and hire the most suitable candidate for a particular job role. It begins with screening applications and resumes, where the HR department shortlists candidates based on qualifications, experience, and job-specific skills. The goal is to filter out unqualified applicants and identify a pool of promising candidates for further evaluation.

The next step is

 

Q6. What are the various reasons behind Employee “Turnover”. Explain State the relevance of Talent Engagement and Career Management in Manpower Planning.  3+7

Ans 6.

Reasons Behind Employee Turnover

Employee turnover refers to the rate at which employees leave an organization and are replaced by new hires. High turnover can be a significant cost and disruption to businesses. One major reason is job dissatisfaction, which arises from a lack of recognition, unchallenging work, or poor management. When employees feel undervalued or bored, they are more likely