Name Gaurav Narvar

PRN 19010224060
Division B
Batch 2019-24

Ans 1. Human Resource Planning is the process of forecasting the future human
resource requirements of the organization and determining as to how the
existing human resource capacity of the organization can be utilized to fulfil
these requirements. It, thus, focuses on the basic economic concept of demand
and supply in context to the human resource capacity of the organization.

It is the HRP process which helps the management of the organization in

meeting the future demand of human resource in the organization with the
supply of the appropriate people in appropriate numbers at the appropriate time
and place. Further, it is only after proper analysis of the HR requirements can
the process of recruitment and selection be initiated by the management. Also,
HRP is essential in successfully achieving the strategies and objectives of
organization. In fact, with the element of strategies and long-term objectives of
the organization being widely associated with human resource planning these
days, HR Planning has now become Strategic HR Planning.
INTERNAL FACTORS
1. Recruitment Policy - The recruitment policy of the organization i.e.
recruiting from internal sources and external also affect the recruitment
process
2. Human Resource Planning - Effective human resource planning helps in
determining the gaps present in the existing manpower of the
organization. It also helps in determining the number of employees to be
recruited and what qualification they must possess.
3. Size of the Organization - The size of the organization affects the
recruitment process. If the organization is planning to increase its
operations and expand its business, it will think of hiring more personnel,
which will handle its operations.
4. Cost involved in recruitment - Recruitment incur cost to the employer,
therefore, organizations try to employ that source of recruitment which
will bear a lower cost of recruitment to the organization for each
candidate.
5. Growth and Expansion - Organization will employ or think of employing
more personnel if it is expanding its operations.
EXTERNAL FACTORS
1. Supply and Demand - The availability of manpower both within and
outside the organization is an important determinant in the recruitment
process. If the company has a demand for more professionals and there is
limited supply in the market for the professionals demanded by the
company, then the company will have to depend upon internal sources by
providing them special training and development programs.
2. Labour Market - Employment conditions in the community where the
organization is located will influence the recruiting efforts of the
organization. If there is surplus of manpower at the time of recruitment,
even informal attempts at the time of recruiting like notice boards display
of the requisition or announcement in the meeting etc. will attract more
than enough applicants.
3. Goodwill / Image of the organization - Image of the organization is
another factor having its influence on the recruitment process of the
organization. This can work as a potential constraint for recruitment. An
organization with positive image and goodwill as an employer finds it
easier to attract and retain employees than an organization with negative
image. Image of a company is based on what organization does and
affected by industry. Managerial actions like good public relations,
rendering public service like building roads, public parks, hospitals and
schools help earn image or goodwill for organization.
4. Political-Social- Legal Environment - Various government regulations
prohibiting discrimination in hiring and employment have direct impact
on recruitment practices. For example, Government of India has
introduced legislation for reservation in employment for scheduled castes,
scheduled tribes, physically handicapped etc. Also, trade unions play
important role in recruitment. This restricts management freedom to
select those individuals who it believes would be the best performers. If
the candidate can’t meet criteria stipulated by the union but union
regulations can restrict recruitment sources.
5. Unemployment Rate - One of the factors that influence the availability of
applicants is the growth of the economy (whether economy is growing or
not and its rate). When the company is not creating new jobs, there is
often oversupply of qualified labour which in turn leads to
unemployment.
6. Competitors - The recruitment policies of the competitors also affect the
recruitment function of the organizations. To face the competition, many
a times the organizations have to change their recruitment policies
according to the policies being followed by the competitors.It is,
 therefore, suitable on the part of the organization to opt for HR Planning
to prevent any unnecessary hurdles in its workforce needs. An HR
Consulting Firm can provide the organization with a comprehensive HR
assessment and planning to meet its future requirements in the most cost-
effective and timely manner.
Hence, a properly conducted process of HR Planning by an HR Consulting Firm
helps the organization in meeting its goals and objectives in timely manner with
the right HR strength in action.

Ans 2. INDUCTION - It is the process of introducing new employees to an

organisation, to their specific jobs and departments, and in some instances, to
their community. Orientation also marks the beginning of the process by which
employees are integrated into the organisation. According to Edwin B. Flipoo,
“Orientation is the welcoming process to make the new employee feel at home
and generate in him a feeling of belongingness to the organisation.”
The objectives of induction are:
1. To welcome the new employee, relieve his anxieties and make him feel at
home.
2. To develop a rapport between the company and the new employee and
make him feel part of the organisation as quickly as possible.
3. To inspire the new employee with a good attitude toward the company
and his job.
4. To acquaint new employees with company goals, history, management,
traditions, policies, department, divisions, products and physical layouts.
5. To communicate to new employee what is expected of them, their
responsibilities and how they should handle themselves.
6. To present the basic information the employee wants to know – rules and
regulations, benefits, payday, procedures, and general practices.
7. To encourage the new employee to have an inquiring mind, show him
how to learn and assist him toward a discipline effort in developing
additional knowledge.
8. To provide basic skills, turns and ideas of the business world and help the
new employee in human relations.
An induction programme consists primarily of three steps –
General orientation by the staff: It gives necessary general information about
the history and the operations of the firm. The purpose is to help an employee to
build up some pride and interest in the organization.
Specific orientation by the job supervisor: The employee is shown the
department and his place of work; the location of facilities and is told about the
organization’s specific practices and customs. The purpose is to enable the
employee to adjust with his work and environment.
Follow-up orientation by either the personnel department or the
supervisor: This is conducted within one week to six months of the initial
induction and by a foreman or a specialist. The purpose is to find out whether
the employee is reasonably well satisfied with him. Through personal talks,
guidance and counselling efforts are made to remove the difficulties
experienced by the newcomer.
The prime aim of an induction session is to guarantee a successful integration of
the employees and the management. It is important for the new employees to
get a proper idea of the organization’s values and objectives, and the job they
are required to do. Induction helps in reducing the time period required for these
functions.
Now according to the facts in the question, it is clearly mentioned that welcome
letter in form of brochure needs to be given to the new employees/recruits.
Also, the history regarding the organization (i.e., Marriot) will be briefed
followed by the meeting with the senior management of the organization. After
this, a formal audio-visual program will take place explaining detailed task
highlights.
The said statements like treating each other with respect, two-way
communication, suitable recognition is being made to make the new recruits
feel comfortable and at home.
Therefore, with the above given facts it becomes very evident that the
event/program which is being summarized above is regarding the Induction
ceremony to welcome the new recruits as all the 3 steps to complete the
induction process is clearly evident like –
 Welcoming the New Employees – The HR person will receive and seat
the new recruits, also they would give welcome letter.
 Induction with Immediate Superior – The meeting with the senior
management.
  Impart Detail Instructions- The audio visual program to explain in detail
the task highlights.

Hence the role which the Human Resource Department is exercising here is
‘PLACEMENT & INDUCTION’.