DHRM305 HUMAN RESOURCE PLANNING

Description

SESSION	JAN-FEB 2026
PROGRAM	MASTER OF BUSINESS ADMINISTRATION (MBA)
SEMESTER	III
COURSE CODE & NAME	DHRM305 HUMAN RESOURCE PLANNING

 

 

 

Assignment Set – 1

 

Q.1. Explain the importance of human resource planning in the context of the above case and discuss the factors affecting it. Describe the role of HR in strategic human resource planning and suggest the major steps required for preparing an effective manpower plan.

Ans 1.

Importance of Human Resource Planning

Human Resource Planning (HRP) is the process of forecasting the manpower requirements of an organization and ensuring that the right number of workers with the required skills are available at the proper moment. For instance, in the case of the Jaipur manufacturing business that plans to expand to two cities in one year, HRP is crucial for a variety of reasons.

The first is that HRP stops manpower excesses and

 

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Q.2. Explain how manpower forecasting and gap analysis can help the organization manage staffing shortages and surpluses. Discuss how resourcing strategy, succession planning, and HRIS can improve workforce planning and decision-making in the organization.

Ans 2.

Manpower Forecasting and Gap Analysis

The issue with the retail chain’s being unable to fill staffing gaps in certain branches and surpluses in others results directly from the absence of formalized human resource forecasting and gap analysis.

Forecasting

 

 

Q.3. Explain how Human Resource Accounting can help the company understand and control manpower costs. Discuss how competency mapping, proper sourcing, and recruitment strategies can improve recruitment effectiveness in the company.

Ans 3.

Human Resource Accounting (HRA)

Human Resource Accounting is the procedure of identifying, measuring and presenting the economic importance of human resources for an organisation. In the case of a service firm that is suffering from excessive hiring costs as well as repeated problems with recruitment, HRA provides a structured way to understand, manage, and control people-related expenditures.

HRA measures costs in two types. Costs for

 

 

Assignment Set – 2

 

 

Q.4. Evaluate the limitations of the firm’s present selection process with reference to selection tests, interviews, and validity of tests. Suggest an effective induction programme for the organization to improve employee adjustment and reduce early attrition.

Ans 4.

Limitations of the Present Selection Process

The tech company’s experiences -which saw candidates perform well during interviews, but had a difficult time after joining — highlights several critical mistakes in the selection process.

Selection Tests The company appears to rely on tests that measure academic or cognitive ability in a way that does not evaluate job-specific abilities and behavioral attributes, or aptitude for the job

 

Q.5. Explain how talent development, job analysis, and skill inventory can support internal leadership development in the organization. Discuss how performance appraisal, career management, and succession planning can help the company create a strong long-term talent pipeline.

Ans 5.

Talent Development, Job Analysis, and Skill Inventory

The problem facing education companies of having too much reliance on outside hiring, when internal talent is not developed can be solved with the use of a systematic approach to talent development, job analysis, and skill inventory.

Talent development refers to deliberate initiatives and activities that develop employees’ capabilities as they progress through the years. Instead of providing generic training, the

 

Q.6. Explain the major causes of employee turnover in the given case and discuss suitable retention strategies for the organization. Discuss how a train-to-hire model, competency mapping, e-manpower planning, job enrichment, and business ethics can help the organization address future workforce challenges.

Ans 6.

Major Causes of Employee Turnover

In the case of entry-level employees, high turnover within the BPO firm is due to various interconnected factors. Poor compensation relative to competitors is usually the main cause of departures within the BPO sector. Work that is monotonous and repetitive which has limited opportunities for growth leads to disengagement, particularly among youngsters who anticipate rapid advancement in their careers. A lack of onboarding for new hires leaves them without adequate role clarity or support, increasing