Essentials of HRM

Semester 2

1. With the world returning to normalcy post the pandemic, as an HR hiring manager you
have the task of forecasting the demand for the next year to make sure you hire the right
number and right kind of people. Explain the techniques of HR demand forecasting that
you will employ in depth.
Ans.) human resource demand forecasting is an essential component of HRP. HR demand
forecasting is the process of anticipating and judging the number of people and their skills
required to perform different jobs in an organization to meet its goals and objectives.
the demand for people is influenced by a number of factors which includes the type of
organization, organizational structure, their budget, nature of business, technology, effective
business strategy etc. For example the organizations that are globally dispersed have to adopt the
local culture of different countries because they have to hire local employees. In cases like these
the demand for human resources is influenced by these skills and abilities of local people. HR
demand forecasting can be categorized into two parts, qualitative methods and quantitative
methods.
Qualititave Methods:
1. Expert Forecasts: hr personnels can seek inputs from professional HR experts regarding
future staffing requirements for the organization. these experts forecast and organizations
requirements for the human resource and their skills required to meet the organization's
goals and objectives. These HR can be external or internal to an organization.
2. Delphi technique: it is one of the most effective methods of forecasting human resource
demand. in this method a group of pre selected experts are responsible for forecasting the
demand. they provide their judgment on human resource departments please stop the
responses given by these experts are summarized and is prepared into a report. this
project keeps continuing until all experts have agreed upon the human resource
requirements.
Quantitative Methods:
1. This is method: in this method, the assumption is made that the past trends of all the
employee movement in the organization is steady and thus suggestss the future trends of
employee movement. This is based on information of the trends such as trends of hiring,
retirements, productivity, turnover etc does HR determines the future trends by analyzing
the past trends. The trend analysis done is as follows:
i.) in the beginning a business factor is selected for assesment. it can be sales, value addition,
sales target etc.
Ii.) after the first step a plot or historical trend of the business factor is plotted with respect to the
number of employees. From this we get labour productivity ratio such as sales for employee.
Iii.) In this step the current productivity ratio is compared with other issues of the last five years
and the differences are noted.
Iv.) in this HR demand is this to maded and it is done by dividing total sales by the labor
productivity ratio.
v.) In the final step did demand is projected for the target year.
2. Ratio trend analysis method: it is a method to determine and forecast demand based on the
ratio of production and the availability of workers. In short it takes into consideration previous
ratios to predict the future ratios. For example if 3 employees can carry out the production of 21
items in an year. and if the production has to be increased to 28, the estimated number of
employee needed in the organization would be:

3:21 = 1:7, Which means and employee makes 7 units in an year. so, for 28 items, it would be,
1:7=x:28
X=4
Hence, the estimated number of employees needed would be 4.
2. As seen in recent trends, organizations have moved away from traditional induction
methods to many more interesting ways to welcome their new recruits. Take industry
examples and share how will you design induction for new employees in an innovative
way.
Ans.) when an employee joins a new organization, it takes time for both to adjust with each
other. because the first day of the job is always filled with excitement or anxiety or confusion for
the employee. but on the other hand for the organization it is all about making that first
impression. and thus, it is important for the organization to form a connection with the employee
so that they can feel comfortable and can get along with their peers. so for this purpose
organisations conduct a welcome program that involves formerly introducing the employee to
the work culture. this formal introduction is called induction. this process begins with the entry
of the employees into the organization which then later moves into training and development
process.
the induction familiarizes the new employee with the organizations mission, vision, goals and
objectives.
the process of induction is very systematic and it aims at informing employees about every
aspect of the organization that they should know to perform their jobs. The induction processes
are different amongst different organisations depending on the requirements. however, these
steps remain same in almost all organizations and those are,
a.) collecting employee information: wherein their names, contact details, location, the
department, division etc is recorded.
b.) identifying the objectives of induction: HR personnel decides the content that should be
present in the induction.
c.) be finding the audience: the new joiners can be fresh graduates, or experienced managers. It is
why it is important to keep the diversity and similarity in mind.
d.) deciding the content and mode of delivery: it is based on the objective of the induction
program and the target audience. It can be formal or informal, group or individual, sequential or
non sequential.
e.) providing feedback: HR asks for the feedback from the audience to know the effectiveness of
the induction program. This helps HR to update the content for the induction for the new session.
corporates are however adopting new methods of inducting they recruit, it is why the induction
programs are we different than earlier times. Cooperates are coming up with new ideas and fresh
methods of induction. one example would be Mahindra and Mahindra which inducted more than
25 new recruits. they took them on Bharat Darshan as a part of their induction program. the
trainees visited the factory is in Pune, Mahindra retail in Bangalore, Mahindra satyam in
Hyderabad, development center in nasik and Mahindra holidays in Chennai and finally club
mahindra in pondicherry. and at the end of the induction day even got to meet Anand Mahendra
himself, vice chairman and managing director of Mahindra and Mahindra.
the trainees who went under the induction program with last honest upon knowing about the
organization. they were able to know and understand the work culture at different locations of
the organization. the employees felt they couldn't have understood these facts if they were just
working and sitting in the office of their location.
At Blinds.com they create a custom welcome video (here’s an example) before their first day on
the job. They also get a tour of the entire business with the CEO, Jay Steinfeld.
That is why it is very necessary to come up with new and fresh induction processes to keep the
induction as smooth for the employee as or the organization. It helps speed and ease the initial
Phase.

3. a.) You have to guide the new HR manager to be successful in his career planning
initiative. How will you explain the process to him?
Career planning is a lifelong process in which people seek out new chances for professional
advancement. It may happen only once in a lifetime for some people, while others may continue
to redefine their aims and ambitions as they gain experience. The process is as follows:
1. Performing self-assessment: Individuals collect information on their interests, personality
type, attributes etc. The goal is to determine what possibilities are best for each
 individual. Some may not have a clear understanding of their aims, goals, or objectives.
In this instance, students seek assistance from others such as peers and parents etc.
2. Identifying career choices and preferences: A number of career alternatives are explored
for individuals based on the collected data. Individuals can identify various career options
and make decisions based on their needs in this way.
3. Aligning needs and opportunities: the needs of individuals are aligned with career
opportunities explored in the previous step and a choice is made on short-term or long
term goals.
4. Formulating an action plan: Individuals bring the career plan into action and move
forward to pursue their goals and objectives career related.
5. Evaluating the process: the final step in the career planning process in which people
ensure that they are on the right track with regards to goals and growth.

B.) The first step to an effective succession planning is ensuring that the objectives are correctly
established. Describe the goals of succession planning that the HR manager should bear in mind.
The practice of assuring a suitable supply of successors for future key posts in an organisation is
known as succession planning. In other words, it is a process of identifying and developing the
potential of individuals within a company with the goal of filling critical jobs.
Aside from that, the goals when making a career plan are as follows:
1. Career planning aids in the recruitment and retention of skilled and talented personnel. This is
because today's businesses offer a career rather than a job, which is more appealing to people.
2. It improves the motivation and morale of employees. Employee turnover is reduced as
motivated employees are more likely to stay with the company for a longer period of time.
3. A strong career plan aids not just people in their professional development but also the
organisation in achieving its goals and objectives.
4. Employee work satisfaction rises when an organisation invests in their growth and
development through career planning. Employees' absenteeism from work is reduced as a result
of this.