CIA-2

TALENT MANAGEMENT
Section-A
1.What do you understand by Human Resource Planning?
Human resource planning (HRP) is the continuous process of systematic
planning to achieve optimum use of an organization's most asset—quality
employees. Human resources planning ensures the best fit between
employees and jobs while avoiding manpower shortages or surpluses.

2.Explain the use of Assessment Centres.

An assessment centre is a human resource management tool to holistically
assess an individual's competencies for role and organizational fitment and
gauge developmental needs. Using various exercises, organizations witness
individuals in the simulation of the role for which they are considered.

3.What do you understand by Employee Engagement?

Employee engagement describes the level of enthusiasm and dedication a
worker feels toward their job. Employee engagement can be critical to a
company's success, given its links to job satisfaction and employee morale.

4.What is Competency?
Competence is the ability to do something well or effectively. His competence
as an economist had been reinforced by his successful fight against inflation. [
+ as] We've always regarded him as a man of integrity and high professional
competence. Synonyms: ability, skill, talent, capacity More Synonyms of
competence.

5. what do understand by employee retention?

Employee retention refers to the strategies organizations use to prevent
employees from leaving. It's crucial to maintain a high retention rate, as high
turnover can be costly and impact team morale. Effective retention involves
competitive benefits, a positive work environment, and growth opportunities.

Section B
2.A Discuss various factors affecting HR planning in the organisation.
9 Factors that affect human resource planning are;
 Employment.
 Technical changes in society.
 Organizational changes.
 Economic factors.
  Social factors
 Technological factors.
 Legal factors.
 Environmental factors

B. What are the objective of HRP in organizations ?Explain.

Human resource planning (HRP) allows a business to better maintain and
target the right kind of talent to employ—having the right technical and soft
skills to optimize their function within the company. It also allows managers to
better train the workforce and help them develop the required skills.
The objectives of human resource planning are as follows:
1. To forecast the future needs of human resources.

2. To ensure fuller and effective utilisation of existing human resources.

3. To ensure that necessary manpower is available as and when required.

4. To relate human resource planning with the organisational planning.

5. To estimate the surplus or shortage of human resource in the

organisation at any given time.

7. To anticipate the impact of technology on jobs and human resources.

8. To determine the levels of recruitment and training.

9. To estimate the cost of labour force and its housing requirements.

10. To provide a basis for management development programme.

11. To meet the needs of expansion and diversification programmes.

12. To increase the labour productivity and thereby reduce the labour costs.

3. A Discuss internal and external source of recruitment, its advantage,

and disadvantages.

Internal recruitment is the process of filling up open positions within the

organization from its current workforce. Instead of releasing the positions into
the job market, the HR department chooses to advertise the vacancy internally
for the current employees to apply for it.

 Internal Recruitment: Advantages

1: Decreased Time
2: Reduced Costs
3: Shortening Onboarding Time
4: Increased Employee Engagement
 Disadvantages
1: Gaps in Positions and Departments
2: Limited Talent Pool
3: Stagnant Culture
External recruitment is the process of filling open roles of the company
with applicants, outside the current employee pool.
 External Recruitment: Advantages
1: Larger Talent Pool
2: Finding the Most Qualified Candidate
3: Fresh Perspectives
4: Increased Competition
 Disadvantages
1: Increased Time and Costs
2: Increased Risk
3: Increased Liabilities
B. What is Knowledge Management? Describe its importance to any
organization?
Knowledge management is the process of capturing, storing and sharing knowledge.
It encompasses all information and knowledge creation inside your organization,
including knowledge sharing. It can be as simple as training employees or as
complicated as R&D teams collaborating on a scientific breakthrough.

Effective management of knowledge offers following benefits:

1. Promotes creativity and innovation.

2. Reduces cost of production by achieving economies of scale.

3. Reduces loss of intellectual capital for the organisation.

4. Increases productivity.

5. Breaks communication barriers within the organisation.

6. Gaining a competitive edge in the market place by converting intellectual

assets into value.

4.A What do you understand by Voluntary Turnover? Discuss the reasons of

employee turnover.
Voluntary turnover is an HR metric referring to an employee's departure based on
their own decision rather than the employer's decision. The reason for departure
could be for many reasons, including relocation, moving to a different organization or
a role, or for any other reason.
These are nine factors that can cause high employee turnover:

1. Overwork

2. Inconsistent management styles

3. Lack of team member recognition

4. Few opportunities for professional development

5. Little to no career advancement

6. Low salaries and low pay raises

7. Inadequate benefits

8. Poor company culture

9. Incompatibilities between team members and management

B. Explain various ways to improve employee retention in an organization.

Consider these employee retention program examples for your organization:

1. Focus on the hiring process

2. Offer a competitive salary and benefits

3. Invest in your employees’ careers

4. Train effective leaders

5. Encourage a culture of open communication

6. Create clear work expectations

7. Understand what makes employees leave or stay

8. Encourage professional work relationships

9. Emphasize the importance of work-life balance

10. Provide advancement opportunities

11. Bring your values to life

12. Create a mentor program

13. Recognize achievements and milestones

SECTION-C

5. A “An engaged workforce produces better business results “In the light of
this statement analyze various ways of achieving employee engagement”

Employee engagement is the strength of the mental and emotional connection

employees feel toward the organization that they work for, their team, and their
work.

Here are the six steps we recommend to create a solid employee engagement
action plan:

1. Review survey results: Once your survey results come in, take some time to
dig in. Look for strengths and opportunities for improvement and pay attention
to any themes and patterns in the results. Encourage managers to review
results with their teams.
2. Choose focus areas: After reviewing the data, decide on 2-3 key focus areas
to explore further. Prioritize focus areas based on the level of impact of that
driver and how much effort it will take to move the needle.
3. Brainstorm solutions: Next, create focus groups and assign them to each
target area for further discussion and brainstorming. Focus groups should
discuss the data, identify possible challenges, and brainstorm solutions. Then,
translate employee engagement ideas into takeaways.
4. Make commitments: Once you’ve settled on key takeaways and actions, it’s
time to build out your action plan. Be sure to include commitments, owners,
 timelines, and measurable goals. By clearly outlining these areas, you can
ensure your plan won’t fall through the cracks.
5. Communicate progress: The work isn’t done once you’ve developed your
action plan. As the weeks and months go by, be sure to follow up on
progress. You’ll want to keep these commitments top of mind throughout the
year in order to drive the most impact.
6. Invest in helpful technology: Having the right software and partner
organization will drive your action plan forward by providing actionable
insights, real-time data, tools that make your life easier, and more.

B. What are various selection errors? Suggest some ideas to minimize

these errors.

Selection error, in the context of employment screening and hiring, refers to

mistakes made during the selection process that lead to the hiring of
unsuitable candidates or the rejection of suitable candidates (i.e. selection
misses). There are two main types of selection errors

There are two main types of selection error:

1. False Positives (Type I Error): These occur when a candidate is wrongly

identified as a good fit for the job when they are not. Essentially, a false
positive is when a candidate is hired (a seemingly positive outcome), but they
end up performing poorly in the role or do not meet the job requirements
(ultimately a negative outcome for the employer). Alternatively, they may
leave the organization voluntarily shortly after being hired. This is the
quintessential “mis-hire”, and something that all employers want to avoid.
2. False Negatives (Type II Error): These occur when a candidate who would
have been successful in the job is mistakenly rejected during the screening or
selection process. In other words, a false negative occurs when a good
candidate is not hired, and an employer misses out on their potential
contributions to the organization.
We’ve outlined 7 strategies for you below.
1. Conduct a comprehensive job analysis

2. Use multiple assessment methods

3. Use standardized assessments

4. Use culture add assessments

5. Carry out interviewer training

6. Implement trial periods or probation

7. Regularly evaluate your selection process