Master of Business Administration- MBA Semester 3 MU0010 Manpower Planning and Resourcing Assignment Set 1

Ans-1

Need for manpower planning

Manpower planning is a very vital process where the management determines how the organization should move from its present manpower position to a desired manpower position. Manpower planning may be defined as a strategy for the procurement, development, allocation and utilization of enterprises human resources. Manpower planning is done to ensure the health of the business, credibility of the business and growth of the business. Manpower Planning is thus helpful to organization in the following manner: taken wherever required.

planning. helps to reduce the labor cost too as excess staff can be identified and thereby overstaffing can be avoided.

accordingly training programs can be drawn out to develop the talent required.

Through manpower planning, human re-sources/man/employees can be readily available and they can be utilized in the best manner. e importance of manpower management which ultimately helps in the stability of an organization.

Ans 2 Benefits of carrying out manpower forecasting Some of the benefits of forecasting are: 1. It does not put stress on the system. 2. Lower stress on the system means lower manpower turnover. 3. Lower stress on the system means lower costs, and no need to do any unplanned expenditure. 4. Lower stress on the system means work gets delivered on time every time to the client. 5. Lower stress on the system means work gets delivery as per the quality standards. 6. Lower stress on the system means that client does not make any escalations against employees and does not threaten to withdraw the business on concerns of quality or timeliness. 7. Lower stress on the system means lesser procedures and interference from the quality team or the management team. 8. Lower stress on the system means more freedom of control to resolve issues in the budding stages, than letting them reach a point where escalations arise. 9. Lower stress on the system means the employees have a stress free life and greater work-life balance. 10. Lower stress means the employees get enough time to spend with family and their presence can help resolve concerns 11. Lower stress means the employees are able to learn more and add more value to the business and contribute more in terms of productivity. 12. Lower stress can be extrapolated to mean world peace (though some may not agree). Hence better demand forecasting, means happiness for all concerned. 13. Lower stress levels do not kill employees through massive heart attacks. But poor demand forecasting leading to higher stress levels can be harmful to the employees individual health. Ans 3 Components of resourcing strategy

The important components of resourcing strategy are:

Research is primarily done to understand the best options available to an organization to carry out operations or part of it. It considers the options those are currently employed by the organization and its likes. It looks at first analyzing what is the quality of human resource and associated processes required for the job. Planning is the most important component in resourcing. It is part of the process where findings of research are used to arrive at strategic decision on resourcing Recruitment and selection is equally vital as organizations may have the best planning tools but they will be of little help if the organization does not have the right people to execute them. Performance Management drives the employees to perform better and meet or exceed standards of performance. Every time the performance exceeds expectations an incentive or bonus is offered. For consistently meets expectations performers, increments in salary are done. For consistently exceeds expectations performers, substantial increments in salary is done. This drives productivity and quality, resulting in lower requirement of manpower. This also requires lesser infrastructure, administrative costs and training cost. Thus performance management is a key component of resourcing strategy. Employee retention drives programs that engage employees and retains them. Action planning process involves formation of goals for employees which are based on or are subsets of organizational goals. A logical sequence of questions forms steps of action planning:

me emotionally?

Ans 4

Advantages for outsourcing recruitment process

Reduces recruitment cost Outsourcing organizations involved in the process try hard to provide cost saving benefits to their clients. Therefore, one of the major outsourcing advantages is reduced recruitment costs. Speeds recruitment process The skills, experience, knowledge, expertise and the economies of scale of the third party facilitate organizations to improve the quality of the recruits and the speed of the whole process. Moreover, outsourcing enables the internal HR professionals to focus on the core and other strategic issues. Saves Time 70% of the outsourcing jobs are administrative in nature, i.e., preparing job descriptions, advertising and arranging interviews. By outsourcing recruitment, you save time & focus on decision making activities only. Able to focus on core HR activities Sometimes the hugeness of the task of recruitment can force the HR managers and head to focus lesser on other core HR activities. Hence it is better to outsource. A BPO can face attrition up to 100%, this can defocus the HR function from core HR activities, hence outsourcing.

Ans 5

Different ways of controlling manpower cost are :

hire additional employees initely

are highlighted, no unfair expectations in terms of performance rating should be allowed to set in s processes

Pay overtime to employees or incentivize them instead of hiring temporary staff or additional employees. management trainees to work for experience on a stipend rather than a full salary. learning etc. .

Ans 6 I would adopt the basic 5 steps involved in the manpower planning process, as -> 1. Evaluate Present Manpower Inventory It is very important to evaluate the present manpower status before making a forecast for future manpower planning. To evaluate the present manpower status a department by department analysis and a job-role by job-role analysis is conducted to arrive at the required manpower versus the available manpower. 2. Manpower Forecasting Manpower planning is done based on the manpower forecasts. The common manpower forecasting techniques could be used are Expert Forecast, Trend Analysis, Work Load evaluation, Work Force Evaluation and computers based mathematical models etc. 3. Develop a Manpower Sourcing Plan or Retrenchment Plan Once the current inventory is compared with the future manpower forecasts then the manpower sourcing or retrenchment plan is drawn. The sourcing plan includes recruitment, selection, placement, hiring temporary staff and outsourcing. The retrenchment plan involves sending show-cause notices to bottom performers called bottom scraping, asking people to leave the organization by providing the requisite severance allowance, allowing

employees to go on a sabbatical and finally out-placing employees in other organizations to reduce the manpower. 4. Manpower Allocation & Retention Manpower allocation helps in managing the impact of deficits and excess in manpower supply through promotions, transfers and job-rotations. Enhancing manpower utilization requires managing the dynamics of leadership and motivation. Manpower retention would mean taking necessary steps to ensure that the organization provides a conducive-atmosphere to the employees to perform and keeps each employee engaged. 5. Building Requisite Competencies Once the future manpower forecasts are compared to the current inventory, there may be some gaps in competencies amongst the available internal resources for them to qualify for the future manpower forecasts. In such cases plan is make to develop resources.