Description

SESSION JUL – AUG 2024
PROGRAM MASTER OF BUSINESS ADMINISTRATION
(MBA)
SEMESTER III
COURSE CODE & NAME DHRM301 MANPOWER PLANNING AND
SOURCING

Assignment Set – 1

1. Describe the 5 steps in manpower planning and throw some light on the obstacles
faced in manpower planning.
Ans 1.
Steps in Manpower Planning and Obstacles Faced
Manpower planning, often referred to as human resource planning, is a critical process for
ensuring that an organization has the right number and types of employees to meet its
strategic objectives. The process involves systematic forecasting, analysis, and
implementation to match the workforce with organizational needs. The five essential steps in
manpower planning are as follows:
1. Analyzing Organizational Goals The first step is to understand the strategic goals and
objectives of the organization. This involves identifying the long-term and short-term goals
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2. Explain the methods of Human Resource Accounting (HRA) and discuss its
significance for organizations.
Ans 2.
Methods of Human Resource Accounting and Its Significance
Human Resource Accounting (HRA) is a method of measuring the value of an organization’s
human resources. It provides a framework for understanding the cost and value associated
with recruiting, training, and retaining employees. The primary objective of HRA is to
quantify the economic value of human resources to the organization, enhancing decisionmaking
processes. There are several methods used for HRA, each with its own approach to
3. Discuss the different types of selection tests used in the hiring process and their
importance in candidate selection.
Ans 3.
Types of Selection Tests and Their Importance in Candidate Selection
Selection tests are an essential part of the hiring process, designed to evaluate candidates’
skills, knowledge, abilities, and personality traits. These tests provide objective data to help
employers determine whether a candidate is suitable for a particular role. The different types
of selection tests used in hiring are as follows:
Types of Selection Tests
1. Aptitude Tests Aptitude tests measure a candidate’s ability to learn and perform specific
tasks. These tests assess logical reasoning, numerical ability, and verbal skills, providing
, ensuring that the best talent is selected for the role.
Assignment Set – 2
4. Explain the train-to-hire process and discuss the benefits and challenges of
partnering with educational institutions for talent acquisition. Throw some light on the
role of Human Resource Information in Manpower Planning and Sourcing.
Ans 4.
Train-to-Hire Process
The train-to-hire process is a talent acquisition strategy where organizations collaborate with
educational institutions to train potential candidates in job-specific skills before offering them
employment. This approach bridges the gap between academic learning and industry
requirements, ensuring that candidates are well-prepared to contribute effectively from day
one.
The process typically involves the following steps:
 Identifying skill gaps and defining job requirements.
5 Write Short notes on:
a. Competency Mapping
b. E-recruitment
Ans 5
a.Competency Mapping
Competency mapping is the process of identifying and defining the specific skills,
knowledge, behaviors, and attributes required for a job or role within an organization. It is a
systematic approach to understand what competencies employees must possess to perform
their tasks effectively. Competency mapping focuses on aligning individual capabilities with
organizational goals, ensuring that employees are equipped to meet the demands of their
roles.
The process typically involves analyzing job descriptions, interviewing employees and
6. What are the various reasons behind Employee “Turnover”. Explain State the
relevance of Talent Engagement and Career Management in Manpower Planning. 3+7
Ans 6.
Reasons Behind Employee Turnover
Employee turnover refers to the rate at which employees leave an organization, either
voluntarily or involuntarily. High turnover can disrupt operations, increase recruitment costs,
and affect morale. The primary reasons behind employee turnover include:
1. Job Dissatisfaction: Employees who feel undervalued, underpaid, or unfulfilled in
their roles are more likely to seek opportunities elsewhere.
2. Lack of Career Growth: The absence of clear career paths or development