Q3. Understand the elements of manpower planning.

Ans. Manpower Planning which is also called as Human Resource Planning consists of putting
right number of people, right kind of people at the right place, right time, doing the right things
for which they are suited for the achievement of goals of the organization. Human Resource
Planning has got an important place in the arena of industrialization. Human Resource Planning
has to be a systems approach and is carried out in a set procedure. The procedure is as follows:
1. Analyzing the current manpower inventory
2. Making future manpower forecasts
3. Developing employment programmed
4. Design training programmed

Steps in Manpower Planning

Making future manpower forecasts- Once the factors affecting the future manpower forecasts are
known, planning can be done for the future manpower requirements in several work units.
Work Force Analysis: Whenever production and time period have to be analyzed, due allowances
have to be made for getting net manpower requirements.
Other methods: Several Mathematical models, with the aid of computers are used to forecast
manpower needs, like budget and planning analysis, regression, new venture analysis.
Developing employment programmed- Once the current inventory is compared with future
forecasts, the employment programmed can be framed and developed accordingly, which will
include recruitment, selection procedures and placement plans.
Design training programmed- These will be based upon extent of diversification, expansion plans,
development programmed, etc. Training programmed depend upon the extent of improvement in
technology and advancement to take place. It is also done to improve upon the skills, capabilities,
knowledge of the workers.
Importance of Manpower Planning -
Key to managerial functions- The four managerial functions, i.e., planning, organizing, directing
and controlling are based upon the manpower. Human resources help in the implementation of all
these managerial activities. Therefore, staffing becomes a key to all managerial functions.
Efficient utilization- Efficient management of personnel becomes an important function in the
industrialization world of today. Setting of large scale enterprises require management of large
scale manpower. It can be effectively done through staffing function.
Motivation- Staffing function not only includes putting right men on right job, but it also comprises
of motivational programmed, i.e., incentive plans to be framed for further participation and
employment of employees in a concern. Therefore, all types of incentive plans become an integral
part of staffing function.
Better human relations- A concern can stabilize itself if human relations develop and are strong.
Human relations become strong trough effective control, clear communication, effective
supervision and leadership in a concern. Staffing function also looks after training and
development of the work force which leads to co-operation and better human relations.
Higher productivity- Productivity level increases when resources are utilized in best possible
manner. higher productivity is a result of minimum wastage of time, money, efforts and energies.
This is possible through the staffing and its related activities (Performance appraisal, training and
development, remuneration)
Need of Manpower Planning –
Manpower Planning is a two-phased process because manpower planning not only analyses the
current human resources but also makes manpower forecasts and thereby draw employment
programmed. Manpower Planning is advantageous to firm in following manner:
Shortages and surpluses can be identified so that quick action can be taken wherever required.
All the recruitment and selection programmed are based on manpower planning.
It also helps to reduce the labor cost as excess staff can be identified and thereby overstaffing can
be avoided.
It also helps to identify the available talents in a concern and accordingly training programmed can
be chalked out to develop those talents.
It helps in growth and diversification of business. Through manpower planning, human resources
can be readily available and they can be utilized in best manner.
It helps the organization to realize the importance of manpower management which ultimately
helps in the stability of a concern.
Q4. Describe the process of recruitment and selection
What Is the Recruitment and Selection Process?
Whether you’re a seasoned recruiter or just starting out, you have a method for filling job orders
from clients. To make sure you find the best candidates, you should understand the recruitment
and selection process.
Steps in the recruitment and selection process
The process of recruitment and selection begins with recruiting candidates and ends with selecting
a candidate to hire, as you might expect from the name. Being thorough and following each step
can lead to better hires and retention rates. You can start by considering this seven-step recruitment
and selection process example.
Take a look at the steps of recruitment and selection:
1. Receive a job order
2. Source candidates
3. Screen applicants
4. Shortlist candidates
5. Interview candidates
6. Conduct testing
7. Extend a job offer
Follow each step in the recruitment and selection process to learn as much as you can about each
candidate. To prevent your recruitment and selection process from getting stale, find what works
and change what doesn’t.
1. Receive a job order
When you receive a job order from your client, you can get the recruitment process rolling. A job
order should include information about the position you’re filling and a well-written job
description.
The job description should tell potential applicants everything they need to know about the job,
including:
Job title
Detailed description of the job required and preferred qualifications

Location
Salary range
If the job description does not give enough information, or if it is not written in a way that could
attract top talent, consider re-writing it.
To find applicable candidates, you need to understand the job order. Ask your client questions
about the job order if you need more clarification.
2. Source candidates
Once you fully understand the open position, the next step of the recruitment and selection process
is to source candidates.
There are many ways you can source passive candidates and active candidates. Active candidates
are those actively looking for work while passive candidates are not. Successful recruiters are able
to source both types of candidates.
You can source candidates using the following tools and sources of recruitment:
Social media
Online job boards
Your recruiting database
Referrals
Social media is a great tool for finding both active and passive candidates. You can post job
descriptions on your social platforms.
Online job boards attract active candidates. And, some job board integration works with your
recruiting software, so you can add applicant information directly into your database.
Your own recruiting database is a great resource for sourcing candidates. If you use recruiting
software with an applicant tracking system, you have candidate information stored. You can reach
out to candidates to let them know about the open position.
Many people can refer you to top talent. Talk to candidates you successfully placed. And, you can
work with other recruiters in split placements by sharing job orders and candidates.
3. Screen applicants
Screening applicants is a vital step in the recruitment and selection process. This is where you can
learn more about each applicant, which helps you narrow down your pool.
You can conduct telephone screenings and include a variety of pre-screening interview questions.
During screenings, ask behavioral interview questions that allow you to learn more about the
candidate’s personality and how they would function in the open position.
Ask candidates about themselves, including their work history and career goals. Verify that they
understand the job description and are qualified.
Phone interviews should last about 30 minutes. Though they won’t be as long as a full interview,
you can still learn enough to help you narrow down candidates. Create a candidate scorecard to
rank candidates and keep track of their responses. Take notes so that you can compare candidates
after you have talked with all of them.
4. Shortlist candidates
Recruitment short listing is the process of advancing a few candidates from your pool. Your
shortlist of candidates should be around three people.
These are the candidates you want to invite for a face-to-face interview with your client. Your
client does not have time for one-hour interviews with 20+ people.
Narrowing down your pool of candidates can be challenging because you don’t want to advance
the wrong candidates. Take the time to learn about each candidate’s experiences, qualifications,
and personality so you can be confident you shortlist the right people.
5. Interview candidates
After you have narrowed down your candidates, you need to pass along their information to your
client. Then, your client will interview the candidates. Typically, you should be present during
interviews to take notes, ask questions, and give your opinion afterward.
The face-to-face interview helps you and your client really get to know the candidates. You can
study their body language and ask more behavioral interview questions. The interview process
helps you and your client get a feel for the candidate’s work ethic.
Again, use an interview scorecard to rank candidates and compare them later. Rank candidates on
things like experience, education, and skills.
6. Conduct testing
To further test a candidate’s skills, you and your client might consider conducting job-fit tests.
A job-fit assessment test helps you and your client determine how the candidate would mesh with
the company.
A job-fit test can take anywhere from 30 minutes to one hour. It asks a series of questions
candidates must answer honestly.
You should also conduct background checks on each candidate. And, you need to check references
to verify information and learn more about their character and work ethic.
7. Extend a job offer
The final stage of the selection process is actually selecting a candidate. Extend the job offer to the
candidate your client wants to hire.
The candidate might try to negotiate the salary your client offers. Talk with your client to see
whether the requested salary is possible.