CUSTOMER_CODE
SMUDE
DIVISION_CODE
SMUDE
EVENT_CODE
SMUJAN15
ASSESSMENT_CODE MU0010_SMUJAN15
QUESTION_TYPE
DESCRIPTIVE_QUESTION
QUESTION_ID
19248
QUESTION_TEXT
Describe the steps in manpower planning.
The five steps in the manpower planning process are
i.Evaluate present manpower inventory
ii.Manpower forecasting
SCHEME OF EVALUATION
iii.Develop a manpower sourcing plan or retrenchment plan
iv.Man power allocation and retention
v.Building requisite competencies (2 Marks each)
QUESTION_TYPE
DESCRIPTIVE_QUESTION
QUESTION_ID
19249
QUESTION_TEXT
State any five key elements of human resource.
1.Planning and evaluating employees
2.Job design
3.Job analysis
4.Individual and team development
5.Career planning and career path
SCHEME OF EVALUATION
6.Hiring
7.Succession planning
8.Classification
9.Compensation, recognition and rewards
(2 Marks each)
QUESTION_TYPE
DESCRIPTIVE_QUESTION
QUESTION_ID
19250
QUESTION_TEXT
Explain the internal and external sources of candidates.
SCHEME OF
EVALUATION
Internal sourcing – Sourcing the candidate from within the
organization is known as internal source of recruitment. The internal
sources are
i.Promotions
ii.Transfers
iii.Temporary staff
iv.Retired employees (4 Marks)
External sourcing – Sourcing candidates from other sources is
known as external source of recruitment.
i.Advertisements in media
ii.Campus selection in institutions
iii.Employee referrals
iv.Consultants
v.Dat banks (6 Marks)
QUESTION_TYPE
DESCRIPTIVE_QUESTION
QUESTION_ID
19253
QUESTION_TEXT
Explain briefly supply forecasting.
SCHEME OF
EVALUATION
Demand analysis provides the manager the means of evaluating the
number and kind of employees that will be required by the firm or
organization. The only logical next step for the management to do is to
determine if it will be able to provide the number of required
employees and the sources.
This information is supplied by supply forecasting. (3 Marks)
Supply forecasting measures the number of employees available
within or outside the firm or organization. It also has to keep
absenteeism, shift changes, number of working hours, promotions etc
in mind.
Valid reasons for making supply forecasting are: (5 Marks)
It helps to decide the number of employees and positions that are
available for further need.
It helps to evaluate the present staffing levels in different parts of the
firm or organization. (7 Marks)
It helps to prevent a shortage of employees when and where they are
needed the most.
It helps to match the future requirement with the job specification.
Hence demand and supply forecasting are very essential to firms and
organizations as it then helps them to decide between the various
forecasting methods to be chosen.
Based on the demand forecast the sourcing team of HR identifies the
sources of supply of manpower. Broadly speaking two key sources of
supply of manpower exist. They are:
Internal Supply and
External Supply (10 Marks)
QUESTION_TYPE
DESCRIPTIVE_QUESTION
QUESTION_ID
72282
QUESTION_TEXT
What do you mean by outsourcing recruitment? Explain the
advantages of outsourcing recruitment process
SCHEME OF
EVALUATION
Outsourcing recruitment refers to using the services of external
sources to take care of recruitment needs.
The following are the advantages of outsourcing recruitment are,
1. 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.
2. 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.
3. 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 main decision
making activities only.
4. Able to focus on core HR activities:
Sometimes the enormity of the recruitment process can force the HR
managers and head to focus less on other core HR activities
demanding attention. Hence it is better to outsource.
QUESTION_TYPE
DESCRIPTIVE_QUESTION
QUESTION_ID
72286
QUESTION_TEXT
Explain any Five reasons for employee non- performance
SCHEME OF
EVALUATION
1.
No one tell s the employee what is specifically expected.
Sometimes employers do not set goals at the beginning of the review
period. They may set goals mid way or at the end of the review period.
This failure of setting goals on time results in employee not being
engaged, motivated and clear about what needs to be archived
2.
Lack of required competencies
If a person is hired and a job is assigned to the person, before
assignment every manager should check if the employee has the
competencies to do the job.
3.
Level of maturity
Sometimes employees lack the seriousness about their job. They think
that their negative behaviour will not have any negative impact on
their performance. But the negative behaviours have an effect on their
performance.
4.
Broken systems and processes
An unfair expectation by management from a junior staff who is illequipped to perform in a situation where the systems and processes are
broken.
5.
Employee is not motivated to work
Some people get bored of thing too fast. They may be called high
maintenance works. But if you as a manager can keep such employees
motivated and engaged by providing real challenges, then such
employees can turn into an asset.
6. Personal Issues
Situations may be such that either an employee cannot manage the
overwhelming personal issues experienced or are unable to keep
personal and work-life in separate compartment.
7. No appreciate
The lack of appreciate for an employee’s good and great effort and
results leads to employee getting de-motivated and further leads to
employee turnover.