DHRM301 MANPOWER PLANNING & SOURCING

Description

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

 

 

Assignment Set – 1

 

Q1. Sunrise Textiles Pvt. Ltd. is a medium-sized garment manufacturing company located in Tiruppur, Tamil Nadu. The company has grown rapidly over the past five years due to increasing export demand. However, with expansion plans to set up a new production line for eco-friendly fabrics, the HR department has been asked to prepare a manpower plan for the next three years.

When the HR manager, Mr. Ravi, began the manpower planning exercise, he realized that most of the data on employee skills, experience, and productivity were outdated. Many employees were promoted informally, and job descriptions had not been revised for years. Additionally, the production head resisted the idea of manpower planning, claiming it was a “waste of time” because “we can hire whenever we need.”

As a result, recruitment decisions were often made at the last minute, leading to higher costs, overworked staff, and delays in order delivery.

Q1) Identify the main obstacles faced by Sunrise Textiles in manpower planning.

Q2) How could Mr. Ravi overcome these obstacles?

Q3) Why is manpower planning important for a growing company like Sunrise Textiles?

Q4) Suggest two practical steps that can help improve manpower planning in this organization. 2.5+2.5+2.5+2.5

Ans 1.

Case Study: Manpower Planning at Sunrise Textiles Pvt. Ltd.

1. Main Obstacles in Manpower Planning

Sunrise Textiles Pvt. Ltd. faces several key obstacles in executing effective manpower planning. The foremost challenge is the lack of updated employee data. Since records related to employee skills, performance, and experience are outdated, the HR team cannot accurately forecast manpower requirements. Secondly, absence of clear job descriptions and career structures has created confusion regarding roles and responsibilities. Informal promotions and undefined positions make it

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Q2. Explain the relevance of Human Resource Accounting in HRM.     6+4

Ans 2.

Relevance of Human Resource Accounting in HRM

Human Resource Accounting (HRA) is the process of identifying, quantifying, and reporting the value of human resources in an organization. It recognizes employees as valuable assets whose knowledge, skills, and performance contribute directly to organizational success. In the context of Human Resource Management (HRM), HRA bridges the gap between traditional accounting systems

 

 

Q3. Write short notes on

1. Talent Engagement
2. Competency Mapping 5+5

Ans 3.

(a) Talent Engagement

Talent engagement refers to the emotional, psychological, and professional commitment employees have toward their organization and work. Engaged employees are motivated, loyal, and aligned with the organization’s goals, leading to higher productivity and innovation.

Employee engagement strategies include open communication, recognition programs, and opportunities for learning and growth. When employees feel valued and empowered, they contribute

 

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: Benefits and Challenges of Partnering with Educational Institutions

The train-to-hire process is an innovative recruitment strategy that bridges the gap between academic learning and industry requirements. It involves collaboration between organizations and educational institutions to train potential candidates in specific job-related skills before formal employment. This proactive approach ensures that candidates entering the workforce are well-prepared, reducing

 

Q5. Write short notes on:

1. Selection Tests
2. Relevance of Induction 5+5

Ans 5.

(a) Selection Tests

Selection tests are systematic tools used to assess candidates’ skills, abilities, and personality traits during the recruitment process. These tests aim to predict job performance and ensure objective hiring decisions. Common types include aptitude tests, which measure cognitive ability; technical tests, which assess job-specific knowledge; and personality tests, which evaluate behavioral trait

 

 

Q6. What are the various reasons behind Employee “Turnover”.  10

Ans 6.

Reasons Behind Employee Turnover

Employee turnover refers to the rate at which employees leave an organization within a specific period. High turnover disrupts operations, increases recruitment costs, and affects organizational morale. Understanding the underlying reasons is essential for designing effective retention strategies and sustaining workforce stability.

Internal Organizational Factors

One of the primary causes of turnover is job dissatisfaction. When employees feel undervalued or