This note is help MBA Students .

1. Human Resource Planning
Chapter 1
1.Point out optimum goals or aim of Human Resource Planning?
Ans:Optimum goals of HRP:69
Optimum manpower planning ,therefore aims at:
-Balancing demand, supply,distribution & allocation of manpower.
-Controlling cost of Human Resource
-Formulating polices on transfer ,succession relocation of manpower .
2.Describes the four major activities necessary for HRM. Point out the
responsibility of HR department for manpower planning. Elaborate the steps
for manpower planning taken up HR department?69,70
Major Activities of HRP:
-Forecasting future manpower requirements: This is done either in term in
mathematics projection which done factor like economic environment
development trend in industry.
-Preparing an inventory of present manpower: Such inventory contains data
about each employee skills ,abilities ,work preference and other list of information.
-Anticipating problem of manpower: This can be done by projecting present
resources into the future and comparing the same with the forecast of manpower
requirements.
-Meeting manpower requirements: This can be achieved through planning,
recruitment ,selection ,training and development placement, promotion and transfer
that manpower requirement are correctly meet.
Responsibilities ofHR Department
-The first responsibility is to put pressure on the operating ,management to plan
and establish objectives.
-It has collect data organization terms and ensure that manpower planning carried
out and total business plan of organization
-It has to measure and monitor performance against the plan and provide feedback
to the top management.
-It has carry out research for effective manpower and organizational planning.

3. Chapter -2
1.Discuss a brief process outline of HR planning process. Describes the time
scale of HR planning forecast.
Use the table showing HR ,the scale forecast or forecasting manpower
requirements. 94,95,98.
Ans: HRP process Outline: Human resource planning following outlines :
1.Investigation:It is the primary stage of HRP in any organization.In this stage
develop their awareness about the detail manpower scenario with a holistic view
and looking at their current manpower.
2.Forecasting:After adequate investigation ,in the next phase of HRP process
analysis demand and supply of manpower done.Manpower supply analysis is done
considering both external & internal supply.
3.Planning and control of manpower:At this stage forecast of manpower are
translated into HR policies,which encompass all related issue like
recuitement,training and development.Most of the organization have their own
documented recuitment system.

4. 4.Utilization:In this final stage of HRP process ,success is measured terms of
achivement trend ,both quantitatively and qualitatively. Quantitative achived
productivity trend,manpower cost. Qualitative achivement of oraganizational
objectives.

5. Chapter 3
1.Define career planning?Define the importants elements of career
planning?What do you mean by career development and discuss the various
reason for career development.Narrate the objective of career development.
227,230,231,
Ans: Career Planning:
Career planning is the process of establishing career objectives and determining
appropriate educational and developmental programs to further develop the skills
required to achieve short- or long-term career objectives.

6. Career development:
Career development is an ongoing process of gaining knowledge and improving
skills that will help an individual to establish a career plan.

7. 2.what do you mean by succession planning?Explain the various steps of
successive planning with example?245,246
Ans: Succession Planning:
Succession Planning is a process whereby an organization ensures that employees
are recruited and developed to fill each key role within the company. Through your
succession planning process, you recruit superior employees, develop their
knowledge, skills, and abilities, and prepare them for advancement or promotion
into ever more challenging roles.
Chapter 4
1.Define transfer and discuss the objective of transfer.Enemarate different
types of transfer and point out various type of transfer and point out various
issue of a goal transfer policy? 342,343,344.
Transfer: Transfer is the lateral movement of employees from one position
,division,department or unit to another.Such movement of employees from one job
to another may be either due to promotion, demotion ,organization restructuring
,employee to remain same job long duration.
Objective of Transfer:
1.Increase organization effectiveness
2.Add to the versatility and competence of key personnel
3.cope with the fluctuations in work requirements
4.Rectify erroneous placement

8. Different Types of Transfer:
Production Transfer: Such transfer are done for stabilizing ,employement,in an
organization, there may be several independent plants for different product -
mix.such a situation necessitates short service.
Replacement Transfer: Such transfer are effected during lay-off,when senior
employees me be transferred.
Varsatility Transfer: To prevent employees to develop proprietary interest in the
job,such transferred are effected benefit both organization and employees.
Personal or Remedial Transfer: Such transfer are usually made in the interest of
employees ,as they often may request for transfer on grounds of health, age or
family issues.
Shift Transfer:Shift system is a regularized rotations of employees from one shift
to another.
2.Give a brief outline promotion policy?Explain the various base of
promotion?348,349.
Ans: Promotion policy:
A sound promotion policy reduces the personnel problems regarding promotions
considerably and ensures the employees fair chances of advancement.
Every organizational has to specify clearly its policy regarding promotion based on
its corporatepolicy. The characteristics of a systematic promotion policy are:
1) It should be considered the sense that policy should be applied uniformly to
all employees irrespective of the background of the persons,
2) It should be fair and impartial. In other words it should not give room for
nepotism, favoritism etc.,
3) Systematic line of promotion channel should be incorporated
4) It should provide equal opportunities from promotion in all categories of
jobs, departments, and regions of an organization
5) It should insure open policy in the sense that every eligible employee should
be considered for promotion rather than a closed system which consider only a
class of employees
The various basedof promotion:
Organizations adopt different bases of promotion depending upon their nature,
size, management etc. The well established bases of promotion are
1. Seniority bases
2. Merit bases
3. Seniority-cum-merit basis

9. Seniority bases :
 Seniority means length of recognised services in an organisation.
 If seniority as a bases of promotion, the senior most personin a lower grade
shell be promoted as and when there is an opening in a higher position.
 The logic behind considering the seniority as a bases of promotion is that the
level of skill acquired by an employee in an organization.
Merit bases :
 Merit means ability to work.
 It denote an individual employee’s skill, knowledge, ability, efficiency and
aptitude as measured from educational, training and past employment
record.
 Management personnel generally prefer merit as the basis of promotion.
Merit may be determined by job performance or personal interviews or other
record of performance.
Seniority-cum-merit basis :
 Management mostly prefer merit as a basis of promotion as they are
interested in enriching organisational effectiveness by enriching its human
resources.
 Trade unions favour seniority as the sole basis of promotion with a view to
satisfy the interests of majority of their members.
 The combination of both seniority and merit may be considered as a sound
basis for promotion.