This document provides information about getting fully solved MBA assignments. It details an assignment for the subject of Manpower Planning and Resourcing, including the semester, credits, marks, and questions. Students are instructed to send their semester and specialization name to an email address or call a phone number to receive solved assignments. The assignment questions cover topics like forecasting, human resource accounting, talent engagement, the employee exit process, talent development, recruitment, and succession planning.

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ASSIGNMENT
DRIVE WINTER 2013
PROGRAM Master of Business Administration- MBA
SUBJECT CODE & NAME MU0010 – Manpower Planning and Resourcing
SEMESTER 4
BK ID B1765
CREDITS 4
MARKS 60
Note: Answer all questions. Kindly note that answers for 10 marks questions should be
approximately of 400 words. Each question is followed by evaluation scheme.
1 What do you mean by forecasting? Describe the various types of forecasts
Answer : Forecasting is the process in business marketing and web development of determining
what the business market that you are engaged in looks like demographically. It can also involve
attempting to predict the movements of the existing market going forward so market strategies and
business plans can be developed to anticipate and meet the changing demands. Many different
forecasting strategies are used, and each market will have specific models that have worked in the
past.
Qualitative Forecasting Methods
2 What do you mean by Human Resource Accounting (HRA)? Discuss the objectives and
advantages of HRA.
Answer : Human Resource Accounting (HRA) means to measure the cost and value of the people
(i.e. of employees and managers) in the organisation. It measures the cost incurred to recruit, hire,
train and develop employees and managers.
3 Define Talent Engagement. Discuss the importance and levels of Talent Engagement
Answer : Introduction
The crusade for talent has proven to be highly resilient to our current economic downturn. The
recession may be persistent, the scarcity of talented employees and managers remains. The demand

2. for talented young recruits in the worldwide labour markets still outstrips what the university
outflow is able to supply. If this is the case, does this imply
4 Discuss in details the Employee Exit Process
Explaining the Employee Exit process in detail
Answer : Employee exit management is the process used within many businesses to terminate
employees in a professional manner. It applies to employees who have resigned and those that have
been terminated by the company.
When an employee is terminated there are a number of considerations that an organization needs
to make in order to cleanly end the relationship between the company and the employee. The
company as a legal entity has a responsibility to the employee which may extend beyond the period
of employment and this is the primary focus of the exit
5 As an HR, you are asked to focus on the Talent Development Process in your organization .How
would you define Talent Development? Explain the necessity of Talent Development from an HR
perspective. Explain the model for achieving excellence in Talent Development
Answer : Although unemployment figures may at times be on the up, it is a widely accepted fact
that in the long term, a shortage of qualified staff is one of the greatest challenges facing us today.
Increasing globalisation means that we have to fight even harder to secure the human resources and
organisational skills available, and in particular this means that companies must fight to develop and
retain special talents.
6 Write short notes on the following:
a)Recruitment
Answer : Recruitment refers to the process of attracting, screening, selecting, and onboarding a
qualified person for a job. At the strategic level it may involve the development of an employer
brand which includes an 'employee offering'.
Objectives of Recruitment
Finding Skilled Employees
Most obviously, when recruiting new employees, you must aim to find those with particular skills
and training. Determine how much education and experience you deem appropriate for the position
before starting your search.
Finding Employees Who Fit Your Culture
Your new recruits must fit into your company's culture. Look for employees you connect with on a
personal level.
Hiring Particular Demographics
Determine whether you wish to hire employees from a particular demographic, such as women or
minorities.
Meeting Your Salary Requirements
When recruiting employees, you must also strive to find those who will accept your salary and
benefits package. Seeking overly qualified employees may lead to wasted efforts, as they may try to
negotiate a higher salary than you can currently provide.
Finding Trustworthy Employees

3. In your search, you must also aim to find employees with good character. Never sacrifice honesty for
talent or experience. Complete a thorough background check on each of the candidates you're
seriously considering.
Conducting a Fair and Legal Search
You must also ensure that your recruiting practices are completely legal and fair. Refrain from asking
any questions forbidden by law, such as questions about a candidate's religion or marital status, for
instance.
b)Succession Planning
Answer : 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.
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
(Prefer mailing. Call in emergency )