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Q1. What are the advantages of manpower planning? ANS: Manpower planning ensures optimum use of available human resources. 1. It is useful both for organization and nation. 2. It generates facilities to educate people in the organization. 3. It brings about fast economic developments. 4. It boosts the geographical mobility of labor. 5. It provides smooth working even after expansion of the organization. 6. It opens possibility for workers for future promotions, thus providing incentive. 7. It creates healthy atmosphere of encouragement and motivation in the organization. 8. Training becomes effective. 9. It provides help for career development of the employees. Manpower planning is a process of generating a plan, showing the demand for staffing over a period of time, based on assumptions bout productivity and costs associated with the employee. The supply of the resources available with in the hospital and the short falls, that may have to be supplemented from out side, are also estimated. Q2. Explain any three demand forecasting techniques. ANS: Demand Forecasting Techniques Forecasting is an expensive way to help a company plan and prepare for the future years. Forecasting is not fortune telling; it is but an educated guess of how much manpower will be required and utilized by a firm or organization. It is a tool used to help in budgeting and allocating finances or hiring employees as perfectly as possible. One of the important features of forecasting is the quality of manpower resources (knowledge, skill, values and competency, capacity etc) as well as the quantity of manpower resources. There is no right way of forecasting, but there are many different types of forecasting methods. Each one is specifically planned and designed to help different retail organization and it is up to each of them to choose the model which is best and most appropriate for them. Manpower planning is done based on the manpower forecasts. The common manpower forecasting techniques are: (1) Expert Forecasts This is a group forecasting method in which experts present their independently developed forecasts to the group. However, the experts do not meet each other. The group keeps refining their forecasts
(2) Trend Analysis This technique requires studying the past data of an organization. Known or Independent variables are used for predicting unknown or dependent variables.until a group consensus is reached. Based on trend equation. The idea of deciding the order is to ensure that one task leads to another and /or justifies the other tasks. Higher the explained variation. This is called as the Delphi technique. . the future forecast is made. You may model to get forecasts. That is one additional secretary for the year. but iteration is again likely to be present. Sometimes the objective is to understand and explain what is going on. Based on the past forecast. Often modeling and forecasting proceed in an iterative way and there is no „logical order‟ in the broader sense. The logical order in which to tackle these three goals depends on the key objective. dividing points equally on both sides. The trend equation is: Y^ = a + b X + E Y^ = Estimated value of Y a = Constant or Intercept b = slope of trend line X = independent variable E = Error term Explained variation – means the extent to which the independent variable explains the relative change in the dependent variable. if an organization had 12 secretaries in the firm and this number were increasing by 1 secretary every year for the last 4 years. For example. Then the trend analysis would forecast a requirement of 13 secretaries for the following year. Sometimes the objective is getting better forecasts. The time series analysis has three goals: (i) Forecasting (also called predicting). In this method managers estimate future manpower requirements based on their experience and judgment. utilization and requirement actually experienced in the business. though out-of-sample forecasting may be used to test any model. (ii) Modeling (iii) Characterization. which enable better control. Past data is used to make future predictions. modeling and characterization. using the trend equation called “Predictive analysis”. Then modeling is the key. we find „Line of Best Fit‟ and then it is projected in a scatter diagram. Then the order is forecasting. lower the error value leading to accurate forecast.
If the organization is experiencing the same rate of growth then this may work. location etc. (3) Work Study Technique It is a technique that can be used when it is possible to apply work measurements to know how long operations should take and the amount of labor required. E.: secretaries.R2 = Explained Variation 1. This depends on the nature of the work load in a branch. or a division in a firm or organization. But for extraordinary circumstances either good or bad for the organization. E. finance. department. The drawback is that you follow practices that you followed in the past. of employees who are enabling the employees involved in directly revenue earning jobs.R2 = Unexplained Variation Trend Analysis – Line of Best Fit This process may be followed at the organization level as a whole or for parts of the organization based on department. administration & human resources. Doing this at a granular with assumptions being documented and shared with the approving authority increases the forecast accuracy.: production employees. of employees required for doing the job. · Work-Load Analysis · Work-Force Analysis i) Work-Load Analysis One more method of forecasting is by evaluating the work load in a department or job role. This then enables deciding the no. It is calculated in two ways. Also this may build in turn the organization teeth to tail ratio unfavorable for making profits or enhancing profits. of employees who are directly into revenue earning jobs. the trend analysis forecasting method often fails. . Tail is the no.g. operations employees and sales staff. Teeth are the no.g.
As we all know that a business organization with high overheads cannot sustain losses for more than a certain number of weeks or months depending on the business. The organization needs to make reasonable prediction of labor turnover or absenteeism. Describe the major approaches of talent development. Q3. quality of services. in such cases the service level may be taken as 100%. Internal Sourcing External Sourcing Proficient planning and execution of these “multi -sourcing” strategies requires efficient control and change management. business agility and control. The entire organizations future depends on this. This could mean the profits of the company reducing or the company experiencing a loss. if the actual labor turnover or absenteeism exceeds the predicted value. The sourcing strategy must accomplish a proper balance between business drivers such as cost. Also the service level is considered. However. If 2 lakh calls are received in a month. transformation. Staffing is decided to ensure per hour manpower adequacy to support the service level required by the client. so as to be able to sustain any deviations without a severe compromise in profitability or credibility with the client. Therefore the workforce analysis has to be done with caution and by an experienced person with data validated for the past periods. Calls receivable per hour are plotted. Based on all the above inputs the workload evaluation technique allows forecasting manpower demand. Also the forecasting person. Demand forecasting is a very responsible job. The success of sourcing alternatives depends on the strategic alignment of sourcing internally. Sourcing the candidate from within the organization is known as internal source ofrecruitment and sourcing candidates from other sources is known as external source of recruitment. then it puts the business under loss. ii) Work-Force Analysis In workforce analysis a sufficient margin for absenteeism. 1. The client understands the cost involved and is willing to pay for a higher service level. needs to be able to keep in mind any seasonal variations and special events that are likely to occur for the predicted period. The organization leaders get involved to ensure that the demand forecasts are realistic and there is a reasonable buffer built in.Example: In BPOs. Q4. then the workload is evaluated on a per day basis. This would mean many people go jobless if the company happens to shut down. Some clients do not want to keep their customers on hold for more than 1 minute. Then the no. Ans: Many organizations use a combination of both internal and external sourcing alternatives to deliver business support services. if an agent can handle 18 calls in a day of about 25 minute duration. labor turnover and idle time on the basis of past experience is made. Internal Sourcing . Distinguish between internal and external sources of recruitment. of employees required to service those number of calls is calculated. as well as the strategic and planned initiatives across their business units. This requires for staffing additionally such that the customers are not on hold for more than 1 minute. Organizations should focus on aligning these solutions with short-term and long-term business goal. This allows for completing the total job at hand undertaken by an organization despite the challenges of labor turnover or absenteeism.
induction and orientation.When you hire staff or contract staff who is working or was working with your organization earlier. Motivates employees and provides experienced competent people for the job role. External Sourcing When you hire staff or contract staff who has never worked with your organization earlier. Creates another vacancy by moving the candidate from current job. 2. Transfers In case of excess hiring or businesses slowing due to various reasons in one branch of an organization and shortage of employees in another branch. At the end of such projects organization often try to retain efficient resources by deploying them to available positions in other roles. Stability of employment can be ensured for the candidate. May discourage the candidates not appointed. then it is called as internal sourcing. . The time to transfer to the new role may be shorter. Lack of new ideas and approaches from outside the business. Advantages of Internal Sourcing · · · · · · · The advantages of internal sourcing are: Reduces cost of recruitment. organizations consider transferring surplus employees to meet the shortage of staff in the other branch rather than sourcing externally. Examples are: Advertisements in Media Advertisements of the job openings in newspaper and journals magazines are generally used as a source of external recruitment. Retired Employees Sometimes organizations prefer to re-employ their retired employees due their immense experience and knowledge and lack of suitably skilled and efficient candidate matching their requirement for the job opening. then it is called as external recruitment. Reduces cost of training. Disadvantages of Internal Sourcing · · · · Limits the options for selection. Temporary Staff Many organizations appoint temporary staff for short projects. An internal source is considered for: Promotions Availability of competent resources within the organization are given first preference and considered for filling the vacancies at higher levels by way of promotions. The past performance track record of the employee is known.
Campus Selections in Institutions Various colleges and institutions are a good source of recruiting well qualified executives. The basic human resource activity of gathering detailed information about a particular job's duties. it is better to hire someone externally than to wait for people in your own organization with 4 years experience to gain 11 more years of experience. Therefore external recruitment is done. The adoption of the system of HRA discloses the value of human resources. External recruitment has many advantages. Consultants They identify candidates matching the job profile and charge a fee for providing candidates till you find the right candidate who accepts the offer. engineers. . Such information would give a long term perspective of the business performance which would be more reliable than the Return on Capital Employed under the conventional system of accounting. which is vital to creating or re-designing jobs which provide employees with a high level of job satisfaction . compensate or use its human resources without the kinds of information derived from job analysis" The importance of human resources within an organization is becoming increasingly understood in today's rapidly changing and uncertain business environment . They bring the culture of performance and meritocracy. 1. medical staff etc. Q5. In order to assist employees in helping an organisation to reach its strategic business goals. and screen and shortlist the candidates. When the business grows and if the business is manpower intensive. appraise. effective human resource managers often gather job related information in a job analysis and job description. This is the only way to scale up the business. Also it brings in a freshness of thought and perspective. Employee Referrals Organizations encourage internal employees by providing benefits for referring friends and relatives for some position in their organization. This helps in proper interpretation of Return on Capital Employed. train. What are the advantages of carrying out Human Resource Accounting? ANS: The benefits of Human Resource Accounting. Capable people from the world‟s best organizations bring best practices with them. training institutes etc.g. Data Banks Organizations collect CVs of candidates from different sources likeemployment exchange. tasks and responsibilities. 15 years). If the job role requires tremendous experience (e. It is in fact difficult to imagine how an organisation could effectively hire. then additional resources are required. can help organisations achieve strategic goals more efficiently and effectively by avoiding both duplication and overlapping of work in jobs.
transfer versus retention retrenchment or relieving versus retention.e. Mr. Finally. Aravind works at K&D Company. layoffs and day-to-day maltreatment by supervisors and other superiors in the administrative hierarchy.efficiency in the use of human resources. because. Recently two fellow team members were shifted to another team and their work was handed over to him. What questions do you think that the HR manager would want to ask Mr. Thus.2. The maintenance of detailed record relating to internal human resources(i. efficient allocation of resources in the economy .Aravind? . Q6. and proper understanding of the evil effects of avoidable labor unrest / disputes on the quality of internal human resources. 4. The adoption of the system of HRA serves social purposes by identification of human resources as a valuable asset which will help prevention of misuse and under use due to thoughtless or rather reckless transfers. The system of HRA would no doubt. the use of HRA will definitely improve the quality of management. pave the way for increasingly productivity of human resources. The HR Manager decided to conduct an exit interview with Mr. utility of cost reduction programs in view of its possible impact on human relations and impact of budgetary control on human relations and organizational behavior. giving rise to increased productivity. Aravind. loyalty and initiative of the employees. employees) improves managerial decision-making specially institutions like direct recruitment versus promotions. would boost the morale. creating in their mind a sense of belonging towards the organization and would act as a great incentive. the fact that a monetary value is attached to human resources and that human talents devotion and skill considered as valuable assets and allotted a place in the financial statements of the organization. This affected his performance and also left him dissatisfied. demotions. he forwarded his resignation letter to the HR Department. 3.
an organisation can get following benefits: Reduced hiring costs – As lesser number for employees will be hired by using consultants and more number of students will be hired from the training academy. When entrepreneurship describes activities within affirm or a large organisation. the ability to take risk and demonstrate creativity. the hiring cost is reduced. This gives the organisation the flexibility to backfill at short notice and expands the business in the shortest possible time. Reduced training cost – During the training period the candidates are not paid salary. Intrapreneurship may include corporate venturing. to mean “A person with a large organisation who takes direct responsibility for turning an idea into a profitable finished product trough assertive risk-taking and innovation”. In 1992. He will have the capacity to take calculated risk and to accept failure as a learning point. As a large chunk of the training is conducted by the academy. Intrapreneurship is today a tool used by corporate to harness the true potential of their high performers which integrates risk-taking and innovation approaches apart from reward and motivational techniques which were usually thought as only possible by entrepreneurs. Features of Intrapreneurship Entrepreneurship involves innovation. Reduced training period – Train to Hire process completely concentrates on training the new candidates. which profits the organisation he/she is employed with. An entrepreneur will be able to look at things in novel ways. What benefits does an organization get out by setting up an academy? By setting up an academy. Their go-live time is the shortest. 1. Discuss intrapreneurship in detail. the training period of the company reduces substantially. only the selected candidates are paid at the end of the training. The American Heritage Dictionary acknowledged the popular use of a new word. the organisation generates revenue on every candidate trained.MU0010 – Set II Q1. The academy always has excess people than what the organisation requires. An intrapreneur thinks like an entrepreneur looking out for opportunities. Intrapreneurship is the practice of entrepreneurship by employees with an organisation. when large entities spin-off organisation. Also. Intrapreneurship is a novel way of making organisations more profitable where imaginative employees entertain entrepreneurial thoughts. intrapreneur. Improved bench strength – The organisation has ready replacements available in case of employee turnover or any additional manpower required for expansion. It is in the interest of an . it is referred to as intrapreneurship. so the cost of salaries paid during the training period is saved.
organisation to encourage intrapreneurs.and schedule a retreat for yourself. and do a myriad of other things on an annual basis. visit the eye doctor and dentist. While you should not dwell on your past. Are you happy with your path? Could you have done things better? What might you have done differently? What can you do differently in the future? 3. Intrapreneurship and employee engagement The highest form of employee engagement is possibly intrapreneurship. so why not career planning? Find a day or weekend once a year -. everybody changes.more often if you feel the need or if you're planning a major career change -. are 10 tips to help you achieve successful career planning. List the tips for successful career planning. 1. providing goals to achieve in your current career or plans for beginning a transition to a new career. take the time to reflect on your course -. but rather an activity that should be liberating and fulfilling.will help you plan for the future. Intrapreneurship is a significant method for companies to reinvent themselves and improve performance. Once you've mapped your past. Make a twocolumn list of your major likes and dislikes. understanding their needs. you will feel more secure in your career choice and direction -. By making career planning an annual event. allowing employees to practice intrapreneurship and create wealth for themselves and the organisation. Then use this list to examine your current job and . Career planning should be a rewarding and positive experience.especially given the data that the average worker will change careers (not jobs) multiple times over his or her lifetime. not something to be dreaded or put off.what you really want out of your career. then. Here.in high school or college -.and note why it looks the way it does. Map Your Path Since Last Career Planning One of your first activities whenever you take on career planning is spending time mapping out your job and career path since the last time you did any sort of career planning. Make Career Planning an Annual Event Many of us have physicals. 2.that you feel most strongly about. And it's never too soon or too late to start your career planning. thoughts and plans.and then left behind as we move forward in our jobs and careers. Reflect on Your Likes and Dislikes. by listening to them. Something we loved doing two years ago may now give us displeasure. Try to block out all distractions so that you have the time to truly focus on your career -. out of your life. Needs and Wants Change is a factor of life. Rather. 2. as do our likes and dislikes.whether straight and narrow or one filled with any curves and dead-ends -. Career planning is not an activity that should be done once -. So always take time to reflect on the things in your life --not just in your job -. Organisations can benefit from engaged employees. taking the time to review and reflect on the path -.and you'll be better prepared for the many uncertainties and difficulties that lie ahead in all of our jobs and career. career planning is an activity that is best done on a regular basis -. Career planning is not a hard activity.
take the time to really think about what it is you want or need from your work. juggling multiple tasks. if you have excellent skills and know how to market yourself.is not only useful for building your resume. it's also useful for career planning. now is the time to begin examining new jobs and new careers. It may sound a bit odd. He was good at business. your unique . Make Note of Your Past Accomplishments Most people don't keep a very good record of work accomplishments and then struggle with creating a powerful resume when it's time to search for a new job. Sometimes reviewing your past accomplishments will reveal forgotten successes. having information about career trends is vital to long-term career planning success. 7. researching. Examine Your Pastimes and Hobbies Career planning provides a great time to also examine the activities you like doing when you're not working. However. Finally. she could see that she had this strong collection of transferable skills -. Look Beyond Your Current Job for Transferable Skills Some workers get so wrapped up in their job titles that they don't see any other career possibilities for themselves. Many times your hobbies and leisurely pursuits can give you great insight into future career paths. and managing time and information-. the other advantage of conducting this research is the power it gives you to adjust and strengthen your position. one or more which may trigger researching and planning a career shift so that you can be in a job that allows you to accomplish the types of things that make you most happy and proud. if your job activities fall mostly in the dislike column. Every job requires a certain set of skills. Review Career and Job Trends Everyone makes his or her own job and career opportunities. and it's much better to categorize yourself interns of these skill sets than be so myopic as to focus just on job titles. however. to examine non-work activities when doing career planning. It actually wasn't until he was encouraged by an artist he admired to continue painting that he finally took a serious look at his hobby and decided he should change careers. especially in the career fields that most interest you. Besides knowledge of these trends. 4. but his love was painting. you should be able to find a new job.career path. from your career. Think you can't make a hobby into a career? People do it all the time. A career path that is expanding today could easily shrink tomorrow -. If your job and career still fall mostly in the like column.or next year. 5. But once she looked beyond her job title. For example. editing. meeting goals and deadlines. interviewing. then you know you are still on the right path. one job-seeker who was trying to accomplish career planning found herself stuck because she identified herself as a reporter. It's important to see where job growth is expected. 6. so that even if your career is shrinking. Are you looking to make a difference in the world? To be famous? To become financially independent? To effect change? Take the time to understand the motives that drive your sense of success and happiness.such as writing.skills that could easily be applied to a wide variety of jobs in many different careers. investigating. Making note of your past accomplishments --keeping a record of them -. The great painter Paul Gauguin was a successful business person who painted on the side. but it's not.
The 5 steps in the manpower planning process are: • • • • • Evaluate present manpower inventory Manpower forecasting Develop a manpower sourcing plan or retrenchment plan Manpower allocation Building requisite competencies 1. Never pass up chances to learn and grow more as a person and as a worker.and then find a way achieve them. Can you be successful in your career without setting goals? Of course. 10. and education that make you better than all others in your career. skills. Research Further Career/Job Advancement Opportunities One of the really fun outcomes of career planning is picturing yourself in the future. The outcome of this planning is a well 'thought out' and logical manpower demand plan for varying dates in the future which can then be compared with the crude manpower supply schedules. Explore New Education/Training Opportunities It's somewhat of a cliché. What are the steps involved in manpower planning? ANS: Five Steps in Manpower Planning Manpower planning requires that an estimate of the present and future needs of the organization should be compared with the available manpower and future predicted manpower. One of the keys to job and career success is having a unique set of accomplishments.selling proposition. as well as online distance learning programs. part of career planning is going beyond passive acceptance of training opportunities to finding new ones that will help enhance or further your career. Q2. Look within your company. Appropriate steps are then taken to bring demand and supply into balance. The comparisons will then indicate what steps should be taken to achieve a balance. Take the time to contemplate what types of educational experiences will help you achieve your career goals. Set Career and Job Goals Develop a roadmap for your job and career success. Evaluate Present Manpower Inventory . Once you initiate this process. Where will you be in a year? In five years? A key component to developing multiple scenarios of that future is researching career paths. another component of career planning becomes reviewing and adjusting those goals as your career plans progress or change – and developing new goals once you accomplish your previous goals. to find potential career-enhancing opportunities-. Can you be even more successful through goal-setting? Most research says yes. but information really does lead to power and success. your local universities and community colleges. 9. your professional association. A major component of career planning is setting short-term (in the coming year) and long-term (beyond a year) career and job goals. 8.
asking people to leave the organization by providing the requisite severance allowance. A . (ii) Trend Analysis: Manpower needs can be seen through the past practice of the firm or organization keeping the principle year as a basis and a central tendency of measure (iii) Work Load Evaluation: This depends on the nature of the work load in a branch. 3. transfers and job-rotations.It is very important to evaluate the present manpower status before making a forecast for future manpower planning. informal decisions and the Delphi technique. The report on the qualitative front may rarely have a 100% match between required competencies versus available competencies. It is harder to retrench manpower. To evaluate the present manpower status a department by department analysis and a job-role by job-role analysis is conducted to arrive at the required manpower versus the available manpower. Another analysis on the qualitative side conducted similarly shows the competencies required versus competencies available for each of the job roles. This is accumulated across the organization at different levels and departments. (iv) Work Force Evaluation: As production and the time duration are to be kept in mind. 5. 4. allotments have to be made for getting the total manpower requirements. There may be excess or deficit or in extremely few cases just the right number quantitatively. there may be some gaps in competencies amongst the available internal resources for them to qualify for the future manpower forecasts. Enhancing manpower utilization requires managing the dynamics of leadership and motivation. (v) Other Methods: A few mathematical models with the help of computers are also used to forecast manpower needs. The final report will consolidate and state the required manpower versus the available manpower in terms of the quantitative analysis. or a division in a firm or organization. allowing employees to go on a sabbatical and finally out-placing employees in other organizations to reduce the manpower. In such cases organizations may choose to develop resources through training programs. Thecommon manpower forecasting techniques are: (i) Expert Forecasts: This includes formal expert surveys. This provides the present manpower inventory. The need for retrenchment could also be minimized by very objectively approving any additional manpower. Manpower Allocation & Retention Manpower allocation helps in managing the impact of deficits and excess in manpower supply through promotions. 2. Building Requisite Competencies Once the future manpower forecasts are compared to the current inventory. Manpower Forecasting Manpower planning is done based on the manpower forecasts. Develop a Manpower Sourcing Plan or Retrenchment Plan Once the current inventory is compared with the future manpower forecasts then the manpower sourcing or retrenchment plan is drawn. placement. hiring temporary staff and outsourcing. The sourcing plan includes recruitment. The retrenchment plan involves sending show-cause notices to bottom performers called bottom scraping. selection. department. Manpower retention would mean taking necessary steps to ensure that the organization provides a conducive-atmosphere to the employees to perform and keeps each employee engaged.
first round interviews that aim to eliminate the applicants who are obviously unqualified for the job. Q3. etc. the applicants are finally interviewed by the departmental heads and the HR function. Preliminary Interview Preliminary interview are brief . Formal & structured Interview 2. Training programs may be designed to train existing resources on the latest improvements and advancements in technology or the related business subject. including line managers in the organization. These interviews are generally informal and unstructured and are conducted even before the candidates fill in the application blanks. Describe the different types of selection interviews. skills. Additional training programs may be designed when organizations are diversifying or expanding. .Unstructured Interview 3. ANS: INTERVIEWS An interview helps in assessing the applicant‟s profile and comparing it with the job profile for suitability. talent. Stress Interview 4. Training is provided to improve the knowledge. when the applicant‟s job knowledge. The other advantage of an interview is the employer can sell his organization and the job to the candidate during the course of the interview. The Selection Interview can be of the following types: 1.training calendar is designed to ensure competencies of existing staff are enhanced to meet the future manpower forecasts. Panel Interview 6. Selection Interview: A selection or core interview is normally the interaction between the job applicant and the line manager or experts. There are several types of interviews these are described below. just to gain employment. Some candidates may provide false information in their applications. are evaluated and ascertained. Group Interview method 5. In-depth Interview Decision Making Interview: After the applicant‟s knowledge in the core areas of the job is evaluated by experts. skill and capability of the employee.
they may work in the same organization for several years. the employers should make it a point to offer salaries that would be competitive enough to retain and attract well-qualified and talented personnel. There are many cases where employees have left the company due to no projects or assignments which do not . There are many employees who are not aware of the benefits that are provided to them in their compensation package. Benefits Employees always flock to companies who offer more benefits. The employers need to reduce their bureaucratic procedures in order for the employees to receive the best available benefits without any difficulty. Employees are in search of jobs which pay well. If they find an appropriate work environment in a specific company. Advancements and Promotion Policies This is the prime reason why many mid-level executives leave the company. The companies need to evaluate and modify their promotion policies in a fair way which would enable promotions for candidates only on the basis of employee performance. This is the most common reason why they jump from company to company in just a few months. they tend to hunt for jobs that pay them considerably well. Due to no potential opportunity for advancements or promotions. which may attract their current employees. they prefer other companies which may provide them with higher posts and increased compensation packages. Working Procedures The companies should analyze and alter their work procedures and policies in a way which would enable employees to use their full potential and even gain significant work experience.Q4. Employees prefer to work in an environment which is suitable for them. What are the major causes of employee turnover? ANS: Employee Turnover Causes Salary Scale This is the most common cause of the turnover rate being so high. Working Environment This is also one of the main causes for employee turnover. If the companies which they are working in don't offer good salaries. They should make a note of what all benefits other organizations are providing. Unsatisfactory performance appraisals is also one of the reasons for employees leaving a company. In order to resolve this problem.
Q5. The slow pace of acquiring business required competencies by people at large also result in low employee productivity. the process to be followed and the criticality of the job. the processes may change. Modern Manpower Control and Review Processes · Any increase in manpower is to be approved by the top most levels of the management today. All manpower planning is done basis a certain productivity level considered as a benchmark. they resist accepting any additional workload and resist even deployment of new technology. Employees would certainly leave if they don't get experience and are just placed on the 'bench'. etc. job stress. poor employee management. These are some of the principal causes of employee turnover which can surely be avoided by the organizations after taking some necessary steps to better their in-house services towards employees. work pressure. · Manpower budgets created on the basis of manpower planning act as control mechanisms to keep the manpower cost and headcount under certain defined limits. it is decided that one person can only handle a certain portion of the workload and hence for any additional workload. such as lack of employee motivation. hence making it hard for the management to maximize the use of their manpower. What are the major hindrances that one encounters while carrying out manpower planning? ANS: The major obstacles in manpower planning are as follows: Non Optimal Utilization of Manpower The biggest obstacle for manpower planning is the fact that organizations cannot optimally use their manpower once manpower planning begins. there are many more causes. This has lead to errors creeping in the manpower planning exercise. additional resources need to be hired proportionately. This makes the organizational processes ineffective or inefficient and hence the organization as a whole become ineffective or inefficient and loses out to competition which may be able to remain lean in terms of number of resources and highly effective and efficient. . Over a period of time. Once the analysis is done. And low productivity has negative implications for manpower planning. However when the same employees are asked to step up the productivity. However. employee egos and attitudes. partiality and favoritism.require their full potential. the total workload may change. If the plan stated that 4 employees are required to manage the total workload. increased degree of absenteeism leads to the partial failure of the manpower planning exercise. the criticality of the job may change and new technological innovations may make the job far easier to accomplish. Absenteeism Every organization has witnessed an increase in absenteeism. Lack of Employable Labor People are not employable. During man power planning. the number of resources required for a job is decided based on the total work load.
Majority of them are unemployable by the BPO industry. exit interviews and absenteeism are sources of measuring dissatisfaction level of manpower. retaining. It needed to engage external organizations to evaluate the voice and accent capability or the potential of the candidate in order to validate its own findings with that of an independent agency. · The rate of manpower turnover. travel to other states. Ms. the process of manpower planning is much more complicated than it seems. It decided to lower the level of hiring and spend additional time on training candidates. But a rough guide of employee productivity used today is: Employee Productivity = Total Production / Total no.. In a dynamic business scenario. As an HR Manager.17 products per day. Manpower planning involves developing skills and competencies of existing employees to meet market demands which can change with time. so that no potential candidate was rejected and no candidate who was not trainable was hired. manpower planning is critical to organizational growth and stability. Lalita Singh has joined Triumphant India Private Limited. It‟s a known fact in the BPO industry. Non availability and non utilization of the data are also reasons for complicating the situation. Manpower planning also requires having a contingent plan in place in case of any eventuality (talent shortage). Linked to business needs of the organization. Example: 5 products are sold during the day/ 8 hours of effort put in during the day. The current pace at which business is done today is very fast. Example: Business Scenario for Obstacles in Manpower Planning (Lack of employable labor) The entire BPO industry is suffering with this scenario of lack of employable labor.. In some organization even the existing technologies available for manpower planning are not optimally used. inefficient management or improper utilization of manpower. This also creates obstacles in manpower planning.e. It also needs to budget for providing new joiners with relocation allowance. To eliminate employee dissatisfaction and to ensure better utilization of resources a study of the reasons causing the dissatisfaction level is required. retraining and redeployment of talent. of employees · Example: 50 products are sold during the day/12 employees were responsible for selling 50 products during the day. the sales productivity of each employee is 4. i. It is integral to recruiting. Many organizations either do not have data or are overwhelmed with data. The manpower planning exercise requires BPO companies to budget for travel to the interiors of the state. Out of every 100 candidates interviewed only 10 of them are employable. Q6. Manpower planning requires a study of the overtime statistics. i. how would you prepare an induction programme for her? . It has to make provision for some joining bonuses as well when the hiring by all companies was at its peak.· Usually the productivity of any organization is calculated using the formula: Productivity = Output / Input. the sales productivity of the employee is 5 products per day. · Overtime is paid to employees due to real shortage of manpower.e.
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