QUESTION1.

Answer:
There are so many methods of forcasting the demand as after a huge pandemic the world is
returning to its normal position therefore it is necessary to forcast demand for the future.Every
organisation is essentially a blend of material and Human Resource (HR). Material refers to
money and machines pre-arranged by organisations for production or trade. Human Resource,
her hand, refers to the knowledge, education, skills, training and ability of the members of the
organisation. Human resources are the most valuable and unique assets of an organisation. The
successful management of an organisation's human resources is an exciting, dynamic and
challenging task, especially at a time when the world has become a global village and
economies are in a state of change. The scarcity of talented resources and the growing
expectations of the modern-day worker have further increased the complexity of the human
resource function.Human resource planning is a forward-looking function. It tries to assess
human resource requirements in advance keeping market fluctuations, demand forecasts and
availability of right candidates, etc., in the background. According to Terry, Human Resource
Planning (HRP) is a set of tasks that include estimation of how many qualified people are
necessary to carry out the assigned activities; how many people will be available; and what, if
anything, must be done to ensure that personnel supply equals personnel demand at an
appropriate time in future.

Demand forecasting: HR demand forecast is the process of estimating the future quantity and
quality of people required. This forecast is derived from long term corporate plans translated
into activity levels for each function and department. Demand forecast depends upon several
factors such as: competition (both foreign and domestic), economic & legal climate, budget
constraints, production levels, new products and services, organisational structure and so on.

The some forecasting techniques available to us are

 Managerial judgemen -These forecasts are reviewed and agreed upon with
departmental heads. This is based on their experience and also on the supervision that
they carry out with the current workers. At the end of the meeting, they decide on the
number that is required, which will give the HR the future demand for labour. It could
be done either by ‘bottom – up’ or ‘top – down’ approach. In the bottom – up approach,
the supervisors first submit their estimate to the line managers. They review it and
submit it to the top managers who check the estimates and decide on company forecasts.
In the ‘top-down’ approach, top managers calculate the number of people that the
organisation requires, keeping in mind the organisation’s capacity to accommodate
them.
 Trend analysis – In trend analysis, the future demand for human resources is projected
on the basis of past business trends regarding a business factor. If there is a trend of
increasing sales volume for past five years, then the company may forecast the same
for the current year and hire more employees. Also, if the trend shows that the demand
for the organisation’s products is decreasing, then the company may hire only a few
employees or not create any vacancies.
 Ratio analysis - It is the process of determining future HR demand by computing an
exact ratio between the specific business factor and the number of employees needed.
It thus provides a more precise estimate than trend analysis. For instance, the demand
for professors at a university could be forecast on the basis of the student-faculty ratio.
 Delphi technique: This is one of the most effective methods of forecasting human
resource demand. In this method, a group of pre-selected experts is responsible for
 forecasting demand. These experts provide their judgement on human resource
requirements. The responses given by these experts are summarised and a report is
prepared. This process keeps continuing until all experts agree on the estimated human
resource requirements. The Delphi technique attempts to reduce subjectivity in
forecasting and is suitable for organisations where frequent technological changes
largely affect staffing needs.
 Nominal group method: Nominal group method involves a panel of experts similar to
the Delphi technique. The major difference between the two is that while under Delphi
technique, experts are not allowed to discuss among themselves, for assessing the
questions, under nominal group method, experts are given the opportunity to discuss
among themselves. Nominal group method involves the following steps:
1. The coordinator assumes the role of a facilitator, allowing the experts to sit together
to discuss their ideas and records of such discussion.
2. After these round table discussions on ideas, experts are asked to rank their ideas
according to their perceived priority.
3. The group consensus is then derived mathematically in terms of individual rankings.
 Time series: Past staffing levels (instead of work load indicators) are used to project
future human resource requirements. Past staffing levels are examined to isolate
cyclical variation, long-term terms, and random movement. Long-term trends are then
extrapolated or projected using moving average, exponential smoothing or regression
technique. This is the technique used by most of the organizations in real-life world.
 Personnel ratio: Past personnel data is examined to determine historical relationships
among the employees in various jobs or job categories. Regression analysis or
productivity ratios are then used to project either total or key-group human resource
requirements and personnel ratios are used to allocate total requirements to various job
categories or to estimate for non-key groups.
.

QUESTION 2
Answer: An induction program is a very important step when new employees join an
organisation. It provides an introduction to the working environment and the role of the
employee in the organisation. Induction covers the employer and employee rights and, the
terms and conditions of employment. An induction program definitely covers any legal and
compliance requirements of the organization. Also it definitely tells employees about the health
and safety precautions to be taken in certain situations. Induction is meant to enable a new
employee to become productive and get integrated with the team faster and hence start feeling
good about his/her joining the new firm. The aim is not to “throw someone into the deep end”.
But to create an environment for the new employee to become productive and part of the team
in a manner that the person will be able to quickly start performing and also start undertaking
large responsibilities. The idea is that an employee should not be expected to perform without
understanding how to do their job, or how their role fits in with the rest of the company. A
good induction programme can increase productivity and reduce short-term turnover of staff.

Following are the benefits of an induction programme

 Educate new employee to Survive the First Day: The rest can be learned. The
immediate HR manager may schedule a regular time each day within the first week to
continue the orientation. A new employee can only absorb so much at a certain time,
and the schedule will enable the manager to have a sense of how the employee is
adjusting to the work and to the organizational environment.
  Help New Employees Settle into Work: The manager of the new employee will be
the best person to show how the work is to be done, how other departments are
connected, what performance standards are expected of employees in the organization,
and what policies and procedures are to be followed in the organization for tasks to be
done.
 Give Time to the New Employees: It is often in an organization we see new employees
eating alone. None of the other employees really care. “In our firm or organization, we
care,” is the message other employees should give.
 Allow New Employees to Settle in: It can sometimes be overwhelming when so many
other employees talk to new employees, while all they may want is to get to their job.
 Be ready to Listen: Be there to answer new employees‟ questions or listen when they
need to talk about the experience.
 Show New Employees around the Office and Introduce to Friends: As all the
employees try to do this, the new employees will find it easy to get into their work and
will soon be doing the same for other new employees. Then, the change will no longer
be difficult and boring but will be enjoyable.

Induction process at WIPRO

WIPRO is one of the most reputed companies in our country and quite famous for its innovative
and effective HR policies. Wipro follows a constant and an efficient induction process
throughout all of its campuses which lasts for around 2.5 months period. During the induction
process the timings are not flexible as you need to come to the office at 8:30 in the morning till
6 in the evening. Once the training is over, the timings can be flexible.

You will be given a domain in which you will be trained in the induction program.

Induction program is named as PRP - Project Readiness Program.

There will be a certificate verification procedure before starting the PRP

First 3 days - Pinnacle - About Wipro polices, Spirit of Wipro, Ethics, Work life at Wipro, etc.
Next 7 days - English fluency - As most of the clients are of US and Europe, these 7 days will
help you in gearing up your pronunciation. It is a fun filled module where you need to repeat
after a voice in the computer. Now the programmatic training starts. This program is divided
into 3 stages.

TRP 1 - 20 days: This stage is called technical readiness program 1 (TRP 1). It is around 20
days depending upon your domain. Consists of Basics about your domain. End of this stage
there will be a test with MCQs, no negative marks.

TRP 2 - 20 days: Consists of learning advanced topics in your domain area. This stage will
also end with a test which can be live programming or documentation.

RLL - 15 days: Real life Lab. A small project will be given and you will be divided into teams
consisting 2 to 3 people. U have to prepare documentation & PPT on that project and possibly
code that project. It is not as tough as it sounds. Marks based on your work.

All marks in stages are combined and you need to get a minimum of 75%.
Induction is very important phase for the employees and companies should conduct induction
in a unique way possible as traditional ways of induction are not effective these days. In the
current scenario, there are so many innovative ways to introduce employees in the company
and companies use the particular approach as per their work environment and culture.
Company may also focus on some small points like involve them in company traditions, give
them a welcome box/gift, try to have positive start with them so that they feel valued from the
very beginning etc.

QUESTION 3
Answer:(a) Career management is defined as the “Lifelong, self-monitored process of career
planning that involves choosing and setting personal goals, and formulating strategies for
achieving them”. It is a partnership of well-organized planning and the active management
option of an individual’s own professional career. At the end of a successful career
management exercise the employee should feel a sense of personal fulfillment, a work-life
balance, achievement of goals and financial security.

Career mana: gement processes in different organizations are focused on one or more
Development of overall goals and objectives of individual career
 Development of a strategy to achieve goals and objectives of organization
 Development of specific means (policies, rules, regulations and activities) to
accomplish the strategy
 Review progress by a systematic assessment and to change the strategy, if required.

A career management policy may be put in place by an organization, to facilitate employees to

achieve their career objectives thus also providing the organization highly engaged employees
with increased competencies. These employees can go on to demonstrate the culture and the
values of the organization. This policy may decide to promote on the basis of meritocracy and
not on the basis of tenure. The policy may decide to offer additional benefits to employees who
are continually open to learning, performing and contributing to achieve the organization goals.

As far as career planning method is concerned, there should not be any one particular method
for the same. As there are so many employees with different designation, skills, performance
and requirements, company should follow career planning process and accordingly proceed
further. There must be below mentioned points in a career planning process which new HR
manager should be clear about:
Individual assessment
Many people begin their careers without any formal assessment of their abilities, interests,
career needs and goals. This phenomenon of people entering their jobs, occupations and careers
with little attention to career planning and then feeling disengaged is known as career drift.
Organisational assessment and opportunity analysis
For an employee’s goals and aspirations to be fulfilled, a basic requirement is that the goals
must be realistic and achievable. They have to be realistic not only in terms of the employee’s
own capabilities, but also in terms of the organisation’s possibilities.
Need – opportunity alignment
The organisation plays an important role in helping the employee make this alignment. The
organisation also has to make its own alignments to match the aspirations with the
organisational opportunities.
Career counselling
This is the final stage of career planning. The supervisor as well as the HR department, has to
counsel the employee regarding the available opportunities, the employee’s aspirations and of
course, his competencies.

b) Succession planning is a technique for identifying and developing internal employees with
the potential to fill important organizational positions. Succession planning ensures the
availability of experienced, skilled and competent employees that are prepared to assume these
roles as they become available. Succession planning increases the progress of qualified
employees from individual contributors to managers and leaders. Thus:
 It prepares present employees to undertake key roles
 It develops talent and long-term growth of employees
 It improves workforce capacities and performance of employee
 It improves employee commitment and thus enables retention of employees
 It ensures its support to employees throughout their employment term
 It meets the career development requirements of existing employees
 It understands the increasing difficulty of recruiting employees externally
 It focuses on leadership continuity and improved knowledge sharing

There is a structure for designing and executing a strong succession planning program that
helps an organisation to achieve its goals. So, a proper decision should be taken as to who
should be involved, what kind of tools help in decision making, and what are the key success
factors that distinguish from other organisations to produce top-quality leaders on a continuous
basis.

Its succession planning process works in compliance with the company’s vision statement ‘To
be a globally respected corporation that provides best-of-breed business solutions, leveraging
technology, delivered by best-in-class people.’ This is the reason that when company’s chief
mentor and chairman, N R Narayana Murthy, retired in 2006, the company was well prepared
for the smooth transition of the leadership and authority.

Goals of succession planning

 Identifying and filling key positions: One of the most important goals of succession
planning is to look around the key positions at the workplace and skills and abilities
required in the employees to fill those positions. If you are clear about the main
positions, you may start the procedure of succession planning.

 Filling short-term vacancies: Apart from filling long-term positions, succession

planning also takes care of short-term vacancies as well.

 Training programs: Succession planning makes sure to develop the current employees
so that they are useful to the organization in the long-term, even for higher positions as
well. For this, organizations conduct various training and performance management
programs.

Individual career development: Another important goal is to facilitate individual career

development in the organization. With this, employees will feel valued and they will be loyal
towards the employer.