INSTRUCTION : Please answer TWO questions from section one in essay forms.
Divide your answers according to the appropriate formatting.
SECTION ONE ( OPINIONS ):
1. The flexible work schedules nowadays are becoming more popular due to the demand
of individual, tight responsibilities and modern lifestyle. Elaborate on the 3 pros and 3
cons of this system.
2. In times of crisis as of now, please suggest 3 ways to plan for new recruitment among
graduates
INSTRUCTION: Answer ALL in SHORTY ESSAY form
SECTION TWO :
1. Define based on what you understand with human resource planning (HRP)
Human Resource Planning (HRP) is a process of systematically reviewing HR
requirements to ensure that when needed, the required number of employees with the
skills required are available. The problem here is to get the right number of qualified
people to the right job. Human resource planning (HRP) also considered as a
continuous process of systematic planning to achieve the optimum utilization of the
organization's most valuable asset — quality employees. Human resource planning
ensures the best fit between employees and jobs while avoiding manpower shortages
or surpluses.
2. Explain what is strategy-linked HRP
The standard strategic plan presents an organization's strengths and
weaknesses, the environment in which the organization operates, and the goals the
organization desires to achieve within a specific time frame. In order to develop a
strategic human resource plan, human resource professionals must predict labor
demand, analyze current labor supply, and balance projected labor demand and
supply. This is the standard model for strategic human resource planning. Strategic
human resource planning goes hand-in-hand with the overall strategic plan of the
organization. For example, if the company is currently outsourcing its marketing
function but intends to do so in-house, a clear early strategy is to recruit a full
marketing team from a senior manager to a junior marketing associate or intern.
3. Identify the required steps in the HRP process
The first step is determining organizational objectives. It is the first step in
which the objectives and the organization’s mission, vision, core values and
environmental factors should be analyzed. It aims at giving the immediate
requirement and collection of data, analysis of data, forecasting and implementation.
In this the plan concerning technology, production, finance is given an idea about the
volume of future work activity.
Next, determining the skills & expertise required. It is concerned with
estimating the quantity and quality of human resources needed to meet the objectives
of the organisation. Several methods of forecasting are in regular use, some of them
simple and non-technical, others sophisticated and involving specialist statistical
knowledge and skills. For instance, Managerial Judgement method, Delphi
Technique, Ratio Trend Analysis, Statistical method and benchmarking.
Apart from that, determining additional (net) human resource
requirements. The third phase of HRP is designed to answer the question, “How
many and what kind of employees do I currently have in terms of the skills and
training necessary for the future?”. Determining whether the firm will be able to
secure employees with the necessary skills and from what sources is called an
availability forecast. It helps the HR manager to determine whether the needed
employees may be obtained from within the company, from outside the organization,
or from a combination of the two resources.
Lastly, developing action plans. It is the last phase of human resource
planning which is concerned with surplus and shortages of human resource. Under it,
the HR plan is executed through the designation of different HR activities. The major
activities which are required to execute the HR plan are recruitment, selection,
placement, training and development, socialization etc. Finally, this step is followed
by control and evaluation of performance of HR to check whether the HR planning
matches the HR objectives and policies. This action plan should be updated according
to change in time and condition.
4. Identify 3 different methods to forecast the HR needs
First of all, Managerial Judgement Method. In this method the managers
prepare the forecast of human resource needs of various categories in their
department. This plan is applied in various departments where there is necessity so
that necessary amendments can be done with proper justification. This method is very
simple in the preparation of human resource forecast.
Next, Delphi Technique. This technique is used in group decision making in
the present world. It can be used for forecasting human resource needs in two forms.
For instance, it can be used to know the changing trends of job profile across the
country and this technique can be used in the organization about the changing profile
of personnel in their departments according to the environmental needs.
Lastly, Ratio Trend Analysis. Under this method ratios are calculated on the
basis of past data. Future ratios are calculated on the basis of time series analysis,
after making changes in organization, methods and jobs. Moving average and
exponential smoothing can be used for projection. It is a forecasting technique for
determining future staff requirements by using ratios between, for example, sales
volume and number of employees needed. It means making forecasts based on the
ratio between any causal factor and the number of employees required. Ratio analysis
assumes that productivity remains the same. For example, in the previous year, 100
workers were employed to produce 50,000 units i.e., 500 units per worker. To
produce 80,000 units, 80000/ 500 = 160 workers will be required.
5. Describe the meaning of commitment manpower planning and ratio analysis
Commitment Manpower Planning (CMP) is a systematic approach to
human resource planning designed to get managers and their subordinates thinking
about and involved in human resource planning.
Meanwhile, ratio analysis is the process of determining the future demand for
human resources by calculating the ratio between a particular business variable and
the number of employees a company needs. It especially helps you forecast those
growth-driven personnel needs.
6. Differentiate between the internet and an intranet as it is normally used in the
organization
Internet is used to connect different network of computers simultaneously. It
is a public network therefore anyone can access the internet. In internet, there are
multiple users and it provides unlimited number of information to the users. The
Internet is a global network that establishes a connection and provides transmission
between various computers. It uses both wired and wireless mode of communication
to send and receive any information such as data, audio, video, etcetera. Here, data
travels through “fiber optic cables”, which are owned by telephone companies
Intranet is the type of internet which is used by privately. An intranet has a
reduced set of functions which are primarily aligned with helping employees within a
business. While similar to the internet in that it is a computer network that shares
information – an intranet operates strictly within a closed network. This is beneficial
for organizations who want to submit and exchange company information privately.
Many corporations, government agencies and universities have their own intranets
Only authorized users have permission to access the network.
7. Define the concept “software as a service”
Software-as-a-Service (SaaS) is a cloud-based distribution model for systems
software and programs. It is also a software licensing model in which access to the
software is provided on a subscription basis, with the software being located on
external servers rather than on servers located in-house. Software-as-a-Service is
typically accessed through a web browser, with users logging into the system using a
username and password. Instead of each user having to install the software on their
computer, the user is able to access the program via the internet.
