Human Resource Planning

Internal Assignment

Submitted to – Dr Swati Sisodia

Subject –Human Resource Planning
Subject Code – HRM8701

Compiled By – Jyoti Gandhar

Class – MBA (Sem-3rd)
Enrollment No – 200010301021
 1. Identify the issues related to manpower planning as evident in the
case.
Answer:- Manpower planning is the process of estimating the optimum number of people
required for completing a project, task, or a goal within time. Manpower planning includes
parameters like number of personnel, different types of skills, time, demand and supply
trends, organizational strategy etc. It is a never-ending continuous process to form sure that
the business has the optimized resources available when required taking into consideration
the upcoming future projects and therefore the replacement of the outgoing employees. It is
also called as Human Resource Planning.
In reference to this case study, the major issues with the manpower planning were as follows:
• Unqualified superiors – As stated in the case study, the senior level managers were
themselves not qualified engineers, and oversaw managing new recruits who had just set foot
in the organisation.
• Utilisation of skills – Most of the engineers as well as their skills were not utilised up to
their full potential, leading to lack of performance efficiency.
• Lack of confidence – The superiors had a belief that the young graduates had years before
they could pick up the job. This lack of confidence among employees creates disharmony in
the organisation.
• Unequal promotional opportunities – As stated, some of the employees were not getting
equal opportunities for growth and therefore were searching for other jobs. This is a clear
indicator that the employee is not being treated well in the organisation.
• Attitude of freshers – The young employees were themselves responsible for the problems
occurring in the organisation. Their hostile attitude towards new colleagues was not good in
the initial phase when the new employees need to be given a sense of confidence. Also, they
failed to realise that they will be able to reach their full potential only after working in the
organisation for a few years.

2. Discuss the strategies to tackle the percentage of internal promotion

at the organizational level.
Answer:- Strategies to tackle the percentage of internal promotion in an organisation:
• Setting clear goals and metrics – Internal promotion must be based on the qualifications,
skills, and the leadership of the employee.
• Transparency – The people responsible for internal promotion must keep the guidelines of
the promotion process and criteria transparent to the employees to avoid any conflict within
the organisation.
• Levels of qualification – In case of many potential employees who are worthy of being
promoted, the best one must be found out. For that, various levels of skill tests and the past
performance of the employee must be analysed and then the decision must be made.
• The percentage of the internal promotion can also be determined by the total number of
employees applying for that job. A fixed percentage of employees must be fixed for internal
promotion.

3. What type of additional training programme should be imparted for

direct entrants?
Answer:- Other programmes that can be added for direct entrants are:
• Basic Literacy Skills Training - “Workplace Literacy and Basic Skills” are the skills that are
required by the employees at workplace. These skills help the workers in fully participating
and interesting with the corporate. Thus, these include reading, writing, thinking skills,
document use, computer use, numeracy, continuous learning and dealing with others.
Widespread illiteracy makes it challenging for these entrants to compete in the global
economy. It, therefore, becomes necessary for the businesses to show basic reading and math
skills to their employees.
• Technical Training – Apart from the training imparted, the employees must also be given
training across sectors such as IT, Business process management, automotive, banking,
finance, insurance, etc.
• Soft skills training - It is not possible to know with certainty as to how much poor
communication costs to a business. But estimates reveal that billions of dollars are incurred
per annum as cost of poor communication. Poor communication could include badly written
emails. Improper reading and listening to instructions. Unread documents owing to poor
design. Presenting misleading information because of haste. Careless Proofreading. Losses
caused by such poor communication are huge and inevitable. These end in loss of business,
decreased productivity and increased inefficiency. Thus, the performance of employees to a
greater extent depends on their ability to interact with their co-workers as well as the
management.
• Safety Training - Safety training is a way by which a company provides its workforce with
requisite skills and knowledge. This training is given to enable the workers to hold and add a
secure manner. A well-developed safety program includes directions and procedures for the
workers. These guidelines help them to identify danger and adopt necessary measures to deal
with them. It is the moral and legal obligation of the employers to guide its workforce to hold
out add a secure manner. Employees are the foremost prized assets of the businesses and thus
ensuring their safety may be a fundamental requirement.