PROGRAM - MBA

SUBJECT CODE & NAME - MU0010 MANPOWER PLANNING

& RESOURCING
1. What are the key human resource elements?
Key Human Resource Elements
Every firm or organization needs to weak itself up to the changing times in order
to achieve its goals and objectives and to be successful. Every manager must
have an understanding of these elements and how it functions. There are
nine key HR elements that every human resource manager needs to practice
or pay attention to when making decisions. They are:
I) Planning and Evaluating Employees
Organizations need to articulate the vision, mission, goals and objectives.
These goals need to cascade down to every employee in the organization based on
the job role. Performance targets are

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2.
What do you mean by Human Resource
Accounting (HRA)? Discuss the objectives and
advantages of HRA.
Definition of Human Resource Accounting
According to, The American Accounting Associations committee (1973),
human resource accounting is the process of identifying and measuring
data about human resources and communicating this information to
interested parties. So apart from calculating the costs and investments in

processes like recruitment, hiring, placement and training, HRA also

quantifies the value of employees in an organization. According to Eric
Flamholtz (1971) HRA is defined as the measurement and reporting of the
cost and value of people in organizational resources.

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3. What is Manpower Planning? Mention five essential

elements/steps of manpower planning.
Manpower Planning
An organization which is understaffed loses on account of economies of
scale, loses out on orders, customers and profits. An organization which is
overstaffed wastes its money on people who are not productive. To lay-off people
as well, the company may need to pay severance pay or notice period pay
of 3 months, face legal challenges and also political challenges.
One of the pitfalls of overstaffing is that when you lay off employees, these
employees know a lot about your business and could be absorbed by your
competitors. Your competitors may leverage the business practices you
utilized, your client details and other valuable confidential information from

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4. Discuss in details the Employee Exit Process
Employee Exit process
The employee who wants to resign will discuss with his Manager, submits his
resignation to his Manager. The Manager should put his comments on the
resignation letter and forward it to HR. (these comments can be To be
relieved by dd/mm/yyyy, or some other special comments) HR on receipt of
the Resignation letter, enters in the software, the date of receipt of
resignation letter, terms and conditions of resignation if any special is there.
and comments of Manager, the payroll changes are made accordingly as per
the relieving date decided, the software generates the receipt of resignation
letter, along with a no dues format, with employee name, roll no, dept
already preprinted on the no dues format. These letters and format are
handed

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5.
What are the benefits of setting up a training
academy?
Setting up an Academy
Organizations set up training academies where they provide training course
with/without certification in the area of their specialization to fresher
candidates. Sometimes candidates with lesser experience are also considered.

The candidates are charged fees for this course and are hired on successful
completion of the course. The setting up of the academy involves answering
the below mentioned questions:
Why set up an academy?
Who will carry out the training?
Where will the training be conducted?
How will it be conducted?

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6. Write short notes on the following:
a)Competency Mapping
b)Succession Planning
Answer: 6 (a) : - Competency Mapping
Competency mapping forms an excellent tool for optimising the human
capital. HR auditors should make sure that they identify the key
competencies for an organisation or a particular position in an organisation,
and use it for job evaluation, recruitment, training and development,
performance management, succession planning, etc. They should
ensure that the organisation effectively communicates what it actually
expects from them.
The competency framework serves as the bedrock for all HR applications. As
a result of competency mapping, all the HR processes such as talent
induction, management

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