1.

Human Resource Planning (HRP) is a methodical approach to determining an

organization's future workers needs. These specifications include the amount of
personnel required to do a specific task, and the skills and talents of possible
employees. HRP's primary goals are to fill open positions, achieve organizational
objectives on schedule, and reach the appropriate level of performance. HRP also allows
an organization to ensure that the right individuals with the correct talents are assigned
to the right jobs.
The term "planning" can be described as the process of determining a course of action
for achieving organizational goals and objectives.
Various factors influence the demand for personnel in an organization, including the type
of organizational structure, organizational budget, nature of business, technology used,
effectiveness of business plan, and so on.

The techniques of HR demand forecasting that I will employ are as follows:

In comparison to quantitative procedures, qualitative methods are less statistical. To

address an organization's future HR demands, these strategies take into account all
employees' talents, potential levels, and interests.
The Qualitative methods are as follows:

Expert Forecasts : HR professionals may seek advice from professional HR specialists

on their organizations' future staffing needs. These experts forecast an organization's
human resource needs, including the skills needed to achieve organizational goals and
objectives, the experience needed, and so on. It is important to understand that these
HR professionals can be inside or external to a company.
Management Forecasts: This is an internal HR demand forecast-
ing method. In organizations, managers from different departments
along with other knowledgeable people are responsible for
determining human resource requirements. They decide the num-
ber of people to be hired, skills required, etc

Delphi Technique: This is one of the most effective forecasting approaches for human
resource demand. A group of pre-selected specialists is in charge of forecasting demand
in this strategy. These professionals make recommendations on human resource needs.
These experts' responses are summarized, and a report is generated. This procedure
will continue until all experts have reached an agreement on the anticipated human
resource requirements. The Delphi method seeks to decrease subjectivity in predicting
and is appropriate for organizations where frequent technical changes have a significant
impact on workforce requirements.

We have stated above the Qualitative Methods, Let us now decide Quantitative
Methods:

In comparison to qualitative methods, quantitative methods provide complete and

accurate HR demand forecasts. This is due to the fact that quantitative methods rely on
a variety of statistical and mathematical tools. The following are some most often used
quantitative techniques:

Trend Analysis Method: This strategy assumes that past employee movement trends
in an organization are stable and predict future employee movement trends. This
research is based on data about employee patterns, such as hiring, retirements,
productivity, and turnover, among other things. HR professionals use historical data to
forecast future trends. For example, according to an organization's prior personnel
statistics, 10% of its employees retire, 5% of its employees resign, and 5% of its
employees are fired each year. HR personnel can estimate future employee HR
demands using these tendencies. Let's have a look at the stages involved in forecasting
demand utilizing the trend analysis method:
1. To begin, a relevant business element is chosen and HR needs are examined.
Sales or value addition are examples of business factors. Its sales aim
determines an organization's HR requirements.
2. The number of employees is displayed against the historical trend of the
business factor. A labor productivity ratio, i.e., sales per employee, can be
calculated by dividing total number of employees by total sales.
3. The workforce productivity ratio is compared to the ratios from the previous five
years, and any inconsistencies or changes are documented in this phase.
4. HR demand is calculated by dividing total sales (business factor) by the labor
productivity ratio in this phase.
5. HR demand is forecasted for the target year in the final stage.
 Ratio trend analysis method : This is a method for forecasting HR demand based on
the ratio of production capacity to worker availability. It forecasts future ratios by taking into
account recent ratios.

Work Study Method : This method, also known as work-load analysis, is used to
forecast overall production and activity for a specific time period. When the projected
workload is easily measured, this strategy is applied. This method involves assessing
human resource capabilities and turning workload into the number of person hours
necessary to create each unit. As a result, this strategy aids in forecasting HR needs by
estimating total production and each employee's contribution to the creation of each unit
item.
The above techniques are practically applied to forecast demand for HR’s. These help
address the issues which might propel if forecasting is not done which would impact
workforce requirements at the workplace.

2. Before we dive in on how I would design the induction for new employees in an
innovative way, let us understand what induction is.

Induction is a process of introducing someone to an organization. It takes time for both

the person and the organization to acclimate to each other when an employee joins a
new company. This is because on the first day of work, the individual may be anxious,
excited, or even at times a little disoriented. For the organization, on the other hand, it is
all about making a good first impression on the employee. In this instance, it is critical for
the company to establish a relationship with the employee so that he or she may feel at
ease, get along with others, and acclimate to the work environment. This step of
introducing officially is called Induction.

Building up an engaging, interactive, informative but also fun Induction program is very
important. Below are some innovative ways that I would use to build an induction
program for new employees:

Keeping the desk ready for the new joinees: This will undoubtedly make the
employees feel more at ease and welcomed. The company is ready to greet him and his
inventiveness by setting up their desk even before they arrive. This gesture
demonstrates that the organization is enthusiastic about the new hires.

Give them a welcome gift : Everyone enjoys receiving gifts, there’s nothing better than
welcoming someone who is worried with a surprise gift. We can be as kind or as creative
as we want: I would give them branded pens and a great notepad, some candy to
munch on for the induction day, or even monthly goodie subscriptions depending on the
company’s budget.

Get them involved in the social side : It’s a great way to get the new employees
comfortable. You do not only bring them on board in the company but also connect with
them socially, on social sites, apps, connecting with unofficial terms. This is a great way
which I would use to get the new joinees confidence.

Unlimited Food: Yes, depending on the company’s budget, unlimited food can be
offered to new employees. Even though there are organizations that offer free food for all
at all times, it is not possible for all the companies to enroll the same. Hence, it is a great
initiative to get the employees to enjoy unlimited free food for the induction day. Who
doesn’t like Food? Food makes people happy and it would make new joinees look
forward to work for the company.

These are some methods I would enroll to make the induction innovative and fun and
informative.

3. A . Career planning is a never ending process in which people seek out new chances
for professional advancement. The length of career planning is not set in stone and
varies from person to person.
It may only happen once in a lifetime for some people, while others may continually
redefine their aims and ambitions as they acquire experience.
To help the new HR manager understand the career planning, the following process can
be followed:

1. Performing self-assessment : Individuals gather knowledge about their

interests, personality types, attributes, preferred environment, aptitudes,
developmental needs, and so on in this process. The goal of gathering this data
is to determine which employment possibilities are best for each individual.
Individuals can lack clarity regarding their aspirations, goals, and objectives.
They seek assistance from persons in their immediate environment, such as
parents, teachers, peer groups, and career planning professionals.

2. Identifying career choices and preferences: A number of career alternatives

are explored for individuals based on the collected data, and pertinent data about
each option is recorded. This information pertains to the education and training
required for a specific professional path, and its future scope, salary offered,
tasks and responsibilities, and so on. Individuals can identify several career
options and make preferences based on their needs in this manner.

3. Aligning needs and opportunities: Individual requirements are connected

with professional alternatives studied in the previous phase in this step, allowing
individuals to choose the most appropriate job options. This is accomplished by
weighing both short- and long-term options and exploring professional options.

4. Formulating an action plan: Individuals must complete this phase by putting

their career plan into action and moving on with their career goals and objectives.
Career planning is a circular process, which means that individuals may be
 forced to begin from the beginning of their careers or to redefine their career
goals and objectives at some point.

5. Evaluating the process: This is the final step in the career planning process,
and it ensures that individuals are on the right track. This enables individuals to
assess whether their chosen vocation is pushing them toward growth and
development, and to take corrective action if there are any deviations.

The new HR manager can adopt the above mentioned ways to be successful in
his career planning initiative.

3.B. Succession Planning is the process of identifying essential jobs within your
company and generating action plans for persons to fill those positions is known
as succession planning.

The key goals of succession planning that the HR manager should bear in mind
are as follows:
1. To identify critical roles in the organization and assess the talents and
abilities of people who would be qualified to fill them.
2. To develop urgent contingency plans for filling short-term vacancies.
3. To respond quickly to organizational changes that may occur in the future.
4. Employee development through extensive training and performance
management initiatives
5. To aid individual career advancement within the organisation