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Questions
Explain the essential
components
of
competency mapping.
Explain the methods of
recruitment.
Explain
the
cost
concepts to measure
the cost of human
assets.
Explain the five stages
in Manpower Planning.
Answers
The essential components of competency mapping:
(2.5*4 marks)
a.
Classification
b.
Measurement unit
c.
Process of measurement
d.
Accessible data, Information and knowledge
Methods of recruitment:
(2.5*4 marks)
a.
Direct hiring
b.
Apprenticeship
c.
Earn while you learn
d.
Train to hire
Cost concepts to measure human assets: (2.5*4 marks)
a.
Original cost or Historical cost
b.
Replacement cost
c.
Opportunity cost
d.
Standard cost
1.
Evaluate Present Manpower Inventory:
To evaluate the present manpower status a department level analysis and a
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 are:
Expert forecasts
Trend analysis
Workload Evaluation
Work force evaluation
3.
Develop a Manpower Sourcing plan or Retrenchment plan:
Once the current inventory is compared with the future manpower forecasts
then the manpower sourcing is drawn.
Manpower Allocation & Retention
4.
1D15 – MU0010
Manpower allocation helps in managing the impact of deficits and
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excess in manpower supply through promotions, transfers and jobrotations.
4.
Building Requisite Competencies
Once the future manpower forecast 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 organizations may choose to develop resources through training
programs.
5
Briefly describe the
types of Manpower
Forecasting.
1.
Short-Term Forecasts:
Short-term forecasts are usually made for a period not exceeding two years
aiming to facilitate estimation of financial provision for wages.
2.
Medium-Term Forecasts & Long term Forecast
It is about two to five years – the horizon for planning. Medium term
forecasts are useful in those offices when manpower is concerned with
advising ministers or preparing contingency plans to meet the twists and
turns of economic circumstances of international events.
Forecasts for a period more than five years are considered as long-term
forecasts. These forecast are useful in educational planning.
3.
Policy Conditional Forecasts
Policy conditional forecasts are those which are determined by the policy
towards the factors which influence the demand for manpower.
4.
Optimizing Forecasts
Optimising manpower forecasts are those which are obtained as solutions to
an optimizing model in which numbers demanded of various categories of
manpower are determined.
5.
Macro and Micro forecasts
Macro forecast are done usually at the national, industry sector and region
state levels whereas Micro forecasts are made at the enterprise or
department level.
(10 marks)
6
What are the key
human
resource
elements? (write any
five)
Planning and evaluating Employees
Organizations need to articulate the vision, mission, goal and objectives.
These goals need to cascade down to every employee in the organization
based on the job role.
2.Job design
Some organizations have categories jobs into 3 categories:
Individual contributor
People developer
1D15 – MU0010
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Business operator
Job analysis
Job analysis is a procedure to collect information or data about the job
duties, responsibilities, required skills and work environment of a particular
kind of job.
Individual and Team Development
Organizations have to identify the needs for employees skill development,
competency development, and educational needs.
Career Planning and Career Path
Organisations should aim to help employees recognize their strength and
weakness and to apply these strengths, weaknesses, aptitudes and abilities
to their future work.
Hiring
Organisations may define job roles and fills positions and roles with qualified
and competent people from within or outside the organization. Hiring is the
first step of bringing a person into the organization.
Succession planning
A variation of career planning is succession planning which is conducted not
for all employees in the organization by only for some selected vital role and
positions in the organization.
Job Classification
An organization develops a process for evaluating the level and appropriate
salaries for different jobs and roles. An industry Benchmarking exercise is
undertaken every year.
Compensation, Recognition & Rewards
Every organization follows their own strategy in terms of compensation,
benefits, rewards, recognition and promotions. These are 5 levels available
to the organization to meet and exceed the expectations of its high
performers in specific and employees in general.
(10 marks)
1D15 – MU0010
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