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Question-1: What is the purpose of Human Resource Planning?


Answer: Human resource planning aims at fulfilling the objectives of manpower
requirement. It helps to mobilize the recruited resources for the productive activities. The
human resource planning is and important process aiming to link business strategy and its
operation. The importances of human resource planning are as follows:

Future Manpower Needs


Coping With Change
Recruitment Of Talented Personnel
Development Of Human Resources
Proper Utilization Of Human Resources
Uncertainty Reduction

Question-2: What do you understand by HR gap?


Answer: Small business owners planning for growth and new business opportunities
examine their capabilities in terms of equipment, facilities, finances and suppliers. Another
critical piece of their planning puzzle involves people. In order to achieve its goals, a
business needs a workforce with the right skills. Conducting a gap analysis for human
resources gives leaders a reading on future employment requirements by identifying the
competencies their vision requires and comparing them to those available from current
employees.

Question-3: What are the different sources of future vacancy?


Answer: Recruiters for schools across the country are making use of both historically
successful and newer sources to fill current vacancies for SLPs and to identify potential
employees for the future. These sources include:

University programs
Ads in local and national newspapers
Networking with current staff and student teachers
Recruitment agencies
High school and college career fairs
Job fairs

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Online links among rural, urban, and suburban schools in given districts, and via

special education cooperatives


Social media

Question-4: What do you understand by Markov Analysis?


Answer: A method used to forecast the value of a variable whose future value is independent
of its past history. The technique is named after Russian mathematician Andrei Andreyevich
Markov, who pioneered the study of stochastic processes, which are processes that involve
the operation of chance.

Question-5: What is internal recruitment? Explain how it creates vacancy.


Answer: Internal recruitment is when the business looks to fill the vacancy from within its
existing workforce. External recruitment is when the business looks to fill the vacancy from
any suitable applicant outside the business.
But how internal recruitment creates vacancy. The sample answer described below.

An elective office shall be deemed vacant upon the incumbents death;


Discontinuation of residency in;
Get better job;
Adjudicated incompetence;
Chance to have a better career;
Offense pertaining to office;
Resignation.

Question-6: Quesiton-6: Rahim Afrooz has a pool of 100 'servicing man' in 2016 who visit
homes and offices for annual servicing of nearly 250 thousand IPS installed at different
locations in Dhaka city. The company wants to increase its sale of IPS by 20 % every year.

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Now it has a sale of 30 thousand IPS every year. What should be the fresh recruitment of
Servicing Man every year?

Question-7: In 2016, Rahim Afrooz has 500 sales executives engaged in the sale of IPS. HR
department estimates that 15% of the sales executives will resign and the 5% of sales
executives will retire. On the other hand, it is estimated that, 10% percent of the Sales
Assistants will be promoted as sales executives at the same time. The number of Sales
Assistants is currently 650. Estimate how many fresh sales executives need to be recruited
to keep the number (500) intact for 2017.

Question-8: Examine the Markov Matrix given below. How many net vacancies will be
created for 3 positions in 2016 that must be filled in 2017? Explain every step.

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Vacancy Analysis
Name of
Position

Working
Strength
(2016)

Promotion to
Next Higher
Rank in 2016

Resignation
in 2016

Continuation
(b-d-e)

Internal
recruitment
through
promotion in
2016
(d of lower rank)

Net
Vacancy
To be
created
in 2017
[(b-f)-g)]

(a)

(b)

(c)

(d)

(e)

(f)

(g)

(h)

General
Manager

Number
Probability

.25
5%

1
20%

3.75

-.75

Deputy
Manager

20

Number
Probability

2
10%

4
20%

14

Assistant
Manager

100

Number
Probability

5
5%

25
25%

70

30

We have net vacancy figure, first we will show net vacancy calculation for Assistant
Manager:

By way of Promotion: 100*5%=5


By way of Resignation: 100*25%=25
By way of Continuation: 100-(5+25)=70
Internal recruitment through promotion: 0 (d of lower rank)
Net vacancy= Vacancy-Internal recruitment= (100-70)-0=30

So, net vacancy for Assistant Manager is 30.

We will follow the above steps for other position, namely, Deputy Manager & General
Manager and their Net Vacancy as follows:
Then we will show the net vacancy calculation for Deputy Manager:

By way of Promotion: 20*10%=2


By way of Resignation: 20*20%=20
By way of Continuation: 20-(2+4)=14
Internal recruitment through promotion: 5 (d of lower rank)
Net vacancy= Vacancy-Internal recruitment: (20-14)-5=1

So, net vacancy for Deputy Manager is 1.

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Lastly, we will show the net vacancy calculation for General Manager:

By way of Promotion: 5*25%=.25


By way of Resignation: 5*20%=1
By way of Continuation: 5-(.25+1)=3.75
Internal recruitment through promotion: 2 (d of lower rank)
Net vacancy= Vacancy-Internal recruitment: (5-3.75)-2=-.75

So, net vacancy for General Manager is -.75. Thats mean this organization doesnt need to
recruit any General Manager because their net vacancy is less than 1.

This calculation is showing that, net vacancy for the Assistant Manager is 30, Net vacancy for
Deputy Manager is 1 & net vacancy for General Manager is -.75 (Thats mean they didnt
need any General Manager).