Manpower Planning Module 5.pdf

Copyright © 2023 Jayanti Rajdevendra Pande. All rights reserved.
RASHTRASANT TUKDOJI MAHARAJ NAGPUR UNIVERSITY
MBA
SEMESTER: 3
SPECIALIZATION
HR
SUBJECT
MANPOWER PLANNING, RECRUITMENT & SELECTION
MODULE NO : 5
RECENT TRENDS IN MANPOWER PLANNING
- Jayanti R Pande
DGICM College, Nagpur

Q1.What is e-manpower planning? Explain its characteristics and advantages.
E-MANPOWER PLANNING is a modern approach to managing a workforce, leveraging data and technology to optimize human
resource strategies. It involves the systematic analysis of employee data, skills, and market trends to make informed decisions
regarding talent management and organizational growth.
CHARACTERISTICS
Data-Driven Approach: E-Manpower planning relies on data analysis to understand workforce dynamics, including skills, performance,
and turnover.This informs strategic decisions.
Real-Time Insights: Unlike traditional methods, e-manpower planning offers real-time updates, ensuring that decisions are based on
the latest information.
Predictive Modelling: Using historical data, organizations can predict future workforce needs, aiding in proactive planning and
resource allocation.
Scenario Simulation: E-Manpower planning facilitates the simulation of various scenarios, helping organizations understand the
potential impacts of different decisions.
Integration with HR Systems:These systems integrate with other HR tools, enhancing coordination and alignment between
workforce planning and broader strategies.
ADVANTAGES
Talent Pool Management: E-Manpower planning assists in identifying and nurturing employee skills and aspirations, aligning tasks
with individual strengths.
Budget Precision: Accurate data and predictive models lead to precise budgeting for recruitment, training, and compensation.
Efficient Expansion: For expansions, e-manpower planning identifies the necessary workforce adjustments, reducing operational risks.
Enhanced Diversification:When entering new markets, e-manpower planning helps identify skills needed for success in those sectors.
Focused Development: Skill gaps are pinpointed, allowing organizations to offer targeted training and development programs.

Q2.What is e-recruitment? Explain its process.
E-Recruitment is also known as online recruitment. It is a digital approach to sourcing, attracting, and selecting candidates for
job openings within an organization. It streamlines the recruitment process through online platforms and tools.
E-RECRUITMENT PROCESS

E-RECRUITMENT PROCESS
1. Recognize the Need for Recruitment: Identify gaps in the workforce and determine the need for new employees based
on business growth, project demands, or staff turnover.
2. Create an Attractive Job Advertisement: Craft a compelling job description and advertisement that highlights the role's
responsibilities, benefits, and the organization's culture. Make the position appealing to potential candidates.
3. Select Online Space for Recruitment Advertising: Choose suitable online platforms for posting the job advertisement,
such as company websites, job boards, social media, and professional networking sites.
4. Design Application Process: Create an easy-to-navigate online application process. Ensure that candidates can submit
their resumes, cover letters, and other necessary documents seamlessly.
5. Take Help of Recruitment Manager: Collaborate with the recruitment manager to define the job requirements, skills,
and qualifications.This ensures a clear understanding of the desired candidate profile.
6. Consider Methods of Applying: Provide multiple methods for candidates to apply, such as uploading resumes, using
online forms, or linking to their professional profiles.
7. Respond to All the Applicants: Acknowledge all received applications promptly.An automated confirmation email can
assure candidates that their application was received.
8. Consistency in Process: Maintain a consistent process for evaluating applications and conducting interviews.This
ensures fairness and equality for all candidates.
9. Formulate an E-Response System: Create automated responses to update candidates about the status of their
application, whether they are shortlisted, rejected, or in the interview stage.
10. Calculate Return on Investment (ROI): Evaluate the effectiveness of the e-recruitment process by analysing the cost per
hire, time-to-fill, and the quality of candidates hired. Calculate the ROI to assess the process's efficiency.

Q3. Elaborate different methods of e-recruitment.
DIFFERENT METHODS OF E-RECRUITMENT
1.Virtual Job Fair: An online event where companies and job
seekers connect, using virtual booths and chats.
Example: A tech company hosts an "Online Career Expo" with
virtual booths and chats for candidates to engage with
recruiters.
2. Employer Website: Companies list job openings on their
websites for direct applications.
Example: Google's official site features a "Jobs" page where
applicants can apply directly.
3. CareerWebsites: Platforms like Naukri.com aggregate job
listings from various companies, simplifying job searches.
Example: Naukri.com collects diverse job openings, providing
a single platform for exploration.
4. E-Recruitment Application Service Providers: Platforms
likeWorkable offer comprehensive e-recruitment solutions.
Example: Organizations use platforms likeWorkable for
efficient job posting, tracking, and management.
5. Official Website of Country: Government-run portals like
India's NCS link job seekers to national opportunities.
Example: India's National Career Service (NCS) website
connects citizens to diverse job openings.
6. Hybrid Recruiting System: A blend of digital tools and
in-person methods for holistic hiring.
Example: Employers might use online assessments
followed by face-to-face interviews.
7. Contract Workers Site (e.g., Freelance Platforms):
Platforms like Upwork offer freelancers for specific tasks.
Example: Upwork connects organizations with freelancers
for tasks such as design and content creation.
8. Weblogs: Company blogs provide insights and job
openings.
Example: A company's blog shares industry knowledge and
showcases available positions.

Q4.What is e-selection?What is the process of e-selection?
E-Selection : E-selection, also known as electronic selection, refers to the use of digital tools and technology to streamline the
candidate selection and hiring process. It involves utilizing online platforms, software, and systems to assess, evaluate, and choose the
most suitable candidates for a particular job role. E-selection optimizes the efficiency and effectiveness of the selection process by
automating various stages and reducing manual effort.
1
Online
Application
Submission 3
Online
Assessments
andTesting
2
Resume
Screening
and Keyword
Analysis 4
Video
Interviews
5
Assessment
of Soft Skills
6
Automated
Reference
Checks
7
Data
Analysis and
Comparison
8
Candidate
Ranking and
Shortlisting
9
Interview
Scheduling
10
Offer Letter
and
Onboarding

PROCESSOF E-SELECTION:
1.Online Application Submission: Candidates apply for the position through the company's website or a job portal.They
submit their resumes and other required documents electronically.
2.Resume Screening and Keyword Analysis: E-selection tools automatically screen resumes using keywords and criteria
specified by the employer.This narrows down the candidate pool by identifying those whose qualifications match the job
requirements.
3.Online Assessments andTesting: Candidates might be required to take online assessments, tests, or quizzes that evaluate
their skills, aptitude, and knowledge relevant to the job.
4.Video Interviews: Virtual or video interviews are conducted where candidates respond to pre-recorded questions or
engage in real-time video conversations.
5.Assessment of Soft Skills: E-selection can involve assessing candidates' soft skills through various means, such as
personality assessments or scenario-based exercises.
6.Automated Reference Checks: Reference checks might be conducted through automated tools, where provided
references are contacted electronically.
7.Data Analysis and Comparison: E-selection tools analyze candidate data, comparing their qualifications, skills, and
performance in various assessments.
8.Candidate Ranking and Shortlisting: Based on the analysis, candidates are ranked and shortlisted according to their
suitability for the role.
9.Interview Scheduling: Selected candidates might be invited for in-person or virtual interviews, with schedules
communicated electronically.
10.Offer Letter and Onboarding: Once the final candidate is selected, the offer letter and onboarding process can also be
managed electronically.

Q5.What is competency mapping? Explain steps in competency mapping and give its benefits.
Competency Mapping is the process of identifying and analyzing the skills, behaviors, knowledge, and attributes that
employees need to perform their jobs effectively. It helps organizations align their workforce with the strategic goals and
objectives, ensuring that the right people are in the right roles.
STEPS IN COMPETENCY MAPPING:
1. Job Analysis: Conduct a thorough job analysis to understand the roles and responsibilities of different positions within the
organization. Identify the key tasks, functions, and expectations associated with each job.
2. Competency-Based Job Description: Create job descriptions that focus on competencies rather than just tasks. Specify the
skills, behaviors, and qualifications required for success in the role.This helps in clarifying the expectations for potential
candidates and existing employees.
3. Mapping of Competencies: Identify the core competencies that are crucial for each job role.These could be technical skills,
soft skills, leadership abilities, or domain-specific knowledge. Match these competencies with the requirements outlined in
the competency-based job descriptions.
4. Evaluation: Assess the existing workforce against the identified competencies.This evaluation can be done through
various methods such as self-assessments, peer assessments, supervisor evaluations, or formal competency assessments.
Benefits of Competency Mapping:
• Strategic Alignment: Ensures that the skills of employees are aligned with the organization's goals.
• Improved Performance: Identifies gaps in skills and helps in designing targeted training and development programs.
• Effective Recruitment: Helps in creating accurate job descriptions and identifying the right candidates during recruitment.
• Career Development: Provides a clear path for career growth and advancement within the organization.
• Succession Planning: Identifies potential leaders and prepares them for future leader

Q6. Explain different methods of competency mapping. Give benefits of competency Mapping.
DIFFERENT METHODS OF COMPETENCY MAPPING
1. Job Analysis: Job analysis involves studying and documenting job roles within an organization. It identifies the specific tasks,
responsibilities, and requirements for each position.This method helps in understanding the competencies needed to perform
each job effectively.
2. Workforce Skill Analysis:This method evaluates the skills and capabilities of the existing workforce. It assesses the current
competencies of employees and identifies areas where additional training or development is required.
3. Gap Analysis: Gap analysis compares the required competencies for a job with the actual competencies possessed by an
individual or a team. It highlights discrepancies between the ideal skill set and the existing skill set, aiding in creating targeted
development plans.
4. Demand and Supply Analysis: Demand and supply analysis forecasts the future competencies needed by the organization
based on its growth plans and industry trends. It also assesses the availability of individuals with those competencies in the
external job market.
5. Solution Analysis: Solution analysis focuses on finding strategies to bridge competency gaps. It involves identifying training
programs, mentoring, coaching, and other interventions to develop the required competencies within the workforce.
BENEFITS OF COMPETENCY MAPPING
• Alignment: Ensures employee skills are aligned with organizational goals.
• Effective Training: Guides targeted development programs.
• Talent Management: Facilitates accurate placement and succession planning.
• Recruitment: Helps in identifying the right candidates for specific roles.
• Performance Improvement: Enhances employee effectiveness and productivity.

Q7.What are the elements of knowledge management? Why knowledge management is important?
Knowledge Management : Knowledge Management (KM) refers to the systematic process of creating, sharing, organizing,
and utilizing an organization's collective knowledge and expertise to achieve its goals efficiently. It involves capturing both
explicit knowledge (documented information) and tacit knowledge (expertise and experience) to enhance decision-making
and innovation.
ELEMENTS OF KNOWLEDGE MANAGEMENT:
1. Knowledge Creation:The process of generating new knowledge through research, innovation, and collaboration among
employees.
2. Knowledge Sharing:The exchange of knowledge across the organization, ensuring that valuable insights and expertise
are accessible to all employees.
3. Knowledge Utilization: Applying knowledge to solve problems, make informed decisions, and improve processes and
practices.
IMPORTANCE OF KNOWLEDGE MANAGEMENT:
• Enhanced Productivity: Efficient access to information and expertise streamlines workflows and reduces redundant
efforts.
• Business Intelligence and Analysis: Knowledge management enables data-driven insights and informed strategic
planning.
• Customer Service: Sharing knowledge leads to better customer interactions and problem-solving.
• Project Management: Access to past experiences and lessons learned enhances project efficiency and outcomes.
• Quick and Correct Decisions: Knowledge-based decision-making improves accuracy and speed in addressing challenges.

Q8. What is International/Global Recruitment? Explain methods of international recruitment
International Recruitment is also known as Global Recruitment. It refers to the process of attracting and selecting candidates
from different countries to fill job vacancies in an organization. It involves identifying talent globally to meet the workforce
needs and achieve organizational goals.
METHODS OF INTERNATIONAL RECRUITMENT
A. Internal Recruitment Methods:
1. Internal Referrals: Current employees recommend candidates from their network, facilitating access to potential candidates
with diverse backgrounds.
2. Skill Inventories: Maintaining databases of employee skills and experiences helps match suitable candidates to international
positions.
3. Job Posting: Announcing job openings within the organization allows employees to apply for positions abroad.
B. External Recruitment Methods:
1. Cross-National Advertising: Advertise job openings globally through various platforms to reach a wide pool of international
candidates.
2. Headhunting: Recruiters proactively approach candidates with the desired skills and qualifications for international positions.
3. E-Recruitment: Utilize online platforms and websites to attract and engage international candidates.
4. Employee Referrals: Encourage employees to refer candidates they know, even from international networks.
5. Internships: Offer international internship programs to identify potential future employees.
6. International Graduate Programs: Collaborate with educational institutions to hire fresh graduates from diverse countries.

Q9.What are roles and responsibilities for international recruitment?
ROLES AND RESPONSIBILITIES FOR INTERNATIONAL RECRUITMENT
1. Roles and Responsibilities of Line Managers:
 Identify staffing needs aligned with business goals.
 Define job roles and required skills for international positions.
 Participate in candidate evaluation and interviews.
 Make final hiring decisions and onboard new hires.
2. Roles and Responsibilities of HR Professionals:
 Develop international recruitment strategies.
 Source candidates globally using diverse channels.
 Screen, interview, and select candidates.
 Manage visa and immigration processes.
 Coordinate onboarding and ensure compliance.
3. Roles and Responsibilities of Employees:
 Share job openings within networks.
 Engage actively in the selection process.
 Prepare for interviews and demonstrate cultural sensitivity.
 Adapt to new environments and contribute positively.
 Assist in integrating new international colleagues.

Q10.What is e-training & developmentValue Chain & Market Cap?
The e-learning value chain and market cap by Paul Stacey is a framework that describes the different stages involved in the
creation, delivery, and consumption of e-learning content. It also includes the different players in the e-learning industry, such as
content providers, LMS vendors, and learning analytics companies.

The value chain is divided into 8 main areas:
1. Content:This area includes the companies that create and develop e-learning content.The content can be in the form of
text, images, videos, simulations, or interactive exercises. It can be custom-developed for a specific audience or
purchased off-the-shelf.
2. Learning-specific hardware:This area includes the hardware that is used to deliver e-learning content, such as
computers, tablets, and smartphones.
3. Authoring and development tools:This area includes the software that is used to create and develop e-learning content.
These tools can be used to create text, images, videos, and interactive exercises.
4. Enterprise systems:This area includes the software that is used to manage e-learning content, such as learning
management systems (LMSs) and knowledge management systems (KMSs). LMSs are used to deliver and track e-
learning content, while KMSs are used to store and manage knowledge.
5. Delivery and collaboration tools:This area includes the software that is used to deliver and collaborate on e-learning
content, such as virtual classrooms and discussion forums.
6. Services:This area includes the services that are provided to support e-learning, such as training, consulting, and
localization.
7. Portals, integrators, distributors:This area includes the companies that provide e-learning content, services, and
technology to other businesses and organizations.
8. Markets:This area includes the different markets for e-learning, such as K-12 education, higher education, and the
workplace.

Q11.Write in short about
1 E-training & Development
• E-training and development involve leveraging digital platforms and technologies to enhance employee skills and
knowledge within organizations.
• It offers flexible and accessible learning opportunities, catering to diverse learning styles and preferences.
• E-training encompasses various formats such as online courses, webinars, video tutorials, and interactive simulations.
Benefits include cost-effectiveness, scalability, and the ability to track learner progress.
• It plays a crucial role in keeping employees up-to-date with industry trends and improving overall organizational
performance.
2 E- recruitment
• E-recruitment is the process of using electronic platforms to attract, engage, and hire potential candidates for job
vacancies.
• It leverages job portals, company websites, and social media to reach a wider audience. E-recruitment methods include
virtual job fairs, online assessments, and digital interviews.
• Benefits include a broader talent pool, streamlined processes, and reduced time-to-hire.
• It facilitates efficient candidate sourcing, selection, and onboarding, enhancing overall recruitment outcomes.

3 E-Selection
• E-selection involves using digital tools to assess and choose suitable candidates during the recruitment
process.
• It employs online assessments, video interviews, and automated evaluations.
• E-selection enhances efficiency, minimizes bias, and provides standardized candidate evaluation.
• It ensures the right fit between candidates and job roles, optimizing the hiring process.
4 International Recruitment
• International recruitment refers to attracting and selecting candidates from different countries to fill job
vacancies. It involves sourcing talent globally, considering cross-cultural aspects.
• Methods include cross-national advertising, headhunting, and international graduate programs.
• International recruitment enhances diversity, fosters innovation, and supports global business expansion.
• It requires collaboration between HR professionals, line managers, and employees to ensure successful global
talent acquisition.

5 Weblogs
• Weblogs, often referred to as blogs, play a vital role in e-recruitment by providing platforms for organizations to share job
openings, company culture, and industry insights.
• Through blogs, companies can showcase their expertise, highlight their values, and engage with potential candidates. Blogs
can be used to post detailed job descriptions, employee testimonials, and updates on recruitment processes.
• They enhance employer branding, attract a targeted audience, and foster interactive communication, ultimately aiding in
effective e-recruitment.
6 Knowledge Management
Knowledge Management (KM) systematically harnesses an organization's knowledge and expertise. It encompasses creating,
sharing, and utilizing insights for better decision-making and innovation.
Elements:
• Creation: Generating new insights through research and collaboration.
• Sharing: Spreading expertise across the organization.
• Utilization: Applying knowledge to enhance processes.
Importance:
• Productivity: Efficient access streamlines work.
• Insights: Informed planning through data-driven insights.
• Service: Better interactions by sharing knowledge.
• Projects: Improved outcomes from past experiences.
• Decisions: Enhanced accuracy and speed in choices.

Copyright © 2023 Jayanti Rajdevendra Pande.
All rights reserved.
This content may be printed for personal use only. It may not be copied, distributed, or used for any other
purpose without the express written permission of the copyright owner.
This content is protected by copyright law. Any unauthorized use of the content may violate copyright laws
and other applicable laws.
For any further queries contact on email: jayantipande17@gmail.com

Manpower Planning Module 5.pdf

Recommended

Recommended

More Related Content

Similar to Manpower Planning Module 5.pdf

Similar to Manpower Planning Module 5.pdf (20)

More from Jayanti Pande

More from Jayanti Pande (20)

Recently uploaded

Recently uploaded (20)

Manpower Planning Module 5.pdf