School of Business | BBA Programme

Summer 2021

Course: BUS 471.2 Manpower Planning

Faculty Member: Muhammad Faisol Chowdhury, Assistant Professor, USB

Assessment: Midterm

Duration: 80 Minutes

Marks: 20

Date: Tuesday, 10 August 2021

Student Name:Md.Nazmul Hassan Hridoy ID: 172011112

Short Answer Questions (answer any four)

Question 1: The labour market context of contemporary organisations is highly unpredictable,

shaped by a wide range of demographic, economic, social, technological, and political factors.
What factors do you think are now affecting the labour market context in Bangladesh in this
Covid-19 pandemic period? [5 marks]

Ans: I think the economic and social factors are mainly affecting the labour market context in
Bangladesh at this pandemic time.The Novel Coronavirus has had a significant detrimental
influence on the livelihood of Bangladesh's marginalized population. Due to the ongoing pandemic,
many people working in the informal economy have lost their jobs and income. Unemployment and
poverty have become more prevalent in both urban and rural areas around the country.The progress
made in household income and poverty reduction over the previous few decades is at risk of being
lost as a result of poor people's income losses.The observed effects of a sharp decline in demand for
manufactured goods and services as a result of various government control measures, particularly
from the informal sectors such as agriculture, export-oriented ready-made garments, and other
labor-intensive sectors of the economy, have impacted employment and livelihood of marginal
people.

Question 2: Explain any three factors that can control the availability of people in the external
labour market. [5 marks]

Ans: Predicting future labor demand and supply necessitates a grasp of not just company
requirements and existing resource capabilities, but also the market's availability or supply of
appropriate talent.The economy, geopolitical relations, government and regulatory policies, industry
growth, competitive considerations, and advances in technology and customer preferences will all
influence the organization's labor need at both the macro and micro levels.The external supply of
labor is determined by a variety of economic and qualitative factors, such as housing availability,
transportation, quality of life, and the quantity and quality of local/regional educational and training
institutions. Wages, labor market competitiveness, demographic and immigration trends. Moreover,
the availability of labor and labor force participation will be influenced by policy, individual
choices and perceptions of usefulness, as well as the structure of occupations.

Question 3: How can Human Resource Planning contribute to the achievement of an

organisation’s strategic objectives? [5 marks]

Ans: Human Resources (HR) planning is an important part of an organization's continuing efforts
to achieve its strategic goals. This kind of preparation is essential for ensuring that the firm has the
proper employees for the task.The greater a company's capacity to anticipate and respond to
consumer requirements, as well as preserve a competitive edge, the closer HR and its broader
business strategy are aligned. The successful implementation of company strategy is aided by
thorough study, planning, and development incorporating employee culture, habits, and skills.HR's
job includes creating a strategy for achieving and promoting the behaviors, culture, and skills
required to meet corporate objectives.

Question 4: How do you think the national culture of our country has shaped the HRM practice in
our organisations? [5 marks]

Ans: Various HR practices have been influenced by organizational cultural variations. Ineffective
communication, disputes, and uncertainty among HR and other staff have also resulted.Every firm
and nation has its own set of hiring regulations. Hiring workers is influenced by one's cultural
perspective.When a company extends its operations, it usually follows the same rules and
procedures in the host nation as it does in the home country. Employees dislike such a cultural
mindset because they believe it is limited and self-centered.Unfortunately, HR practices in
Bangladesh are too uncommon.Many Bangladeshi organizations fail to meet the needs of all
employees equitably. The salary package, followed by reward and motivation, career advancement,
training and development, management style, and work design and duties, are all areas where
employees are unsatisfied. It is evident that HRM techniques in Bangladeshi organizations are not
completely established.HR specialists, consultants, and researchers are desperately needed to assist
design and develop new strategic emphasis that would assure efficient and successful human
resource operations in bangladeshi organizations.

Question 5: Metro Foods Limited is a snacks manufacturing business. Its HR department has
recently conducted a workforce analysis and found that the factory has 55 additional workers. Do
you think these extra people have anything to do with the company’s productivity or profit? What
decision the company should take about them? [5 marks]

Exam questions & answer scripts are ULAB properties and must be returned immediately once the exam time is over.