COURSE: HR Management
PROJECT: SWAYAM INC.
Instructions for the submission:
● Please maintain the following: Font - Times New Roman, Font Size - 12, Line Spacing
- 1.5
S.No. Assessment Submission Marks
Format
1 Workforce planning and recruitment Text 20 marks
2 Job description Text 10 marks
3 Retention management Text 10 marks
Project Maximum Marks 40 marks
Question 1. Workforce planning and recruitment
Your Answer 1.1
Manpower planning is basically deals with coordinating, motivating and
controlling of the various activities within the organisation. It is no doubt,
planning is the most essential factors for each and every organisations.
Without planning, no organisation can fulfil its goals. Generally, Human
Resource planning is also called manpower planning. Manpower Planning
is the development of strategies to match the supply of manpower to the
availability of jobs at organizational, regional or national level.
Manpower planning involves reviewing current manpower resources,
forecasting future requirements and availability, and taking steps to ensure
that the supply of people and skills meets demand.
In the words of Stainer, “manpower planning is the strategy for the
acquisition, utilisation, improvement and preservation of organisation
human resources. It is aimed at coordinating the requirements for and the
availability of different types of employees.” Manpower planning is the
rightsizing and achieving the balance of demand and supply of workforce.
The penalties for not being correctly staffed are costly.
Understaffing loses the business economies of scale and
specialization, orders, customers and profits.
Overstaffing is wasteful and expensive, if sustained, and it is costly
to eliminate because of modern legislation in respect of
redundancy payments, consultation, minimum periods of notice,
etc. Very importantly, overstaffing reduces the competitive
efficiency of the business.
Manpower Planning is the process of systematically forecasting the future
demand and supply for employees and the deployment of their skills within
the strategic objectives of the organization. It is the process by which
Management determines how the management should move from its
current manpower to its desired manpower utilization.
Attrition refers to a gradual but deliberate reduction in staff numbers
that occurs as employees retire or resign and are not replaced. It is
commonly used to describe downsizing in a firm's employee pool by
human resources (HR) professionals.
Source Updated % of total hires
Job Portals 47%
Referrals 23%
Consultants 12%
Campus Hires 18%
The highest number of hires are from Job portals. Job portals are sites
where you can promote jobs and search for resumes. They are an
important part of almost every hiring procedure, and using them efficiently
will interpret into qualified candidates for moderately low costs.
Few Benefits of Job Portals
1. Automated Job Notifications Online.
2. Recruiters Come to You.
3. More Job Listings.
4. Refined Job Searching Capabilities.
5. Resume Building Tips.
6. One Resume; Many Jobs.
7. Tips to Find a Job Online.
8. Resume and Cover Letter Writing Services.
Employee referral is an internal method for finding job candidates. By
definition, employee referral is a structured program that companies and
organizations use to find talented people by asking their existing
employees to recommend candidates from their existing networks.
Consultants offer advice and expertise to organizations to help them
improve their business performance in terms of operations, profitability,
management, structure and strategy. Although the workload can be
heavy, consulting is a sociable profession with plenty of networking
opportunities.
Campus recruiters are responsible for finding and engaging with recent
graduates and talented students for internships and junior positions in
companies. They liaise with universities, develop and implement
recruitment strategies, and conduct interviews with potential candidates.
2. Job descriptions
Your Answer TELESALES
Reports To
The Telesales will report to supervisor.
Job Overview
Telesales executives work in call centers where they utilize inbound and
outbound telephone calls to persuade customers to purchase companies'
products and services. ... They generate leads for outside sales teams,
manage customer accounts, and promptly resolve customer complaints.
Responsibilities and Duties
Provide a bullet point list of the responsibilities and duties of this job.
Assisting in resolving customer complaints/disputes.
Providing information to customers.
Monitoring sales performance.
Closing sales deals.
Keeping a record of calls and relevant details.
Updating customer details.
Qualifications
Provide a bullet point list of the qualifications that are necessary for
someone to fill this position.
Bullet points you may want to include are:
Any Degree.
2+ years of experience.
Strong communication and sales skills.
Negotiation skills.
Adaptability.
Persuasiveness.
Resilient
3. Retention management
Your Answer Retention management focuses on measures that lead to retention of
3.1 employees. It includes activities that systematically influence the binding,
performance and degree of loyalty of staff. ... A good company helps
people manage themselves by consistently focusing on performance and
results.
The opening up of the market leads to higher attrition as more jobs
become available. The job market is exploding with new companies and
startups willing to pay competitive packages. Smaller companies are in the
market for the best talents. And it's advantage, employees.
Causes of a high attrition rate
1. Poor management
Employees look to their managers for direction, some level of guidance,
inclusion and, in some cases, defense. Today’s employees desire a level
of autonomy and they want to be trusted that they’ll get the job done –
whether they’re on site or working remotely.
2. A lack of recognition
This is often linked to the previous point – sometimes managers are too
busy to stop and give recognition; they may be distracted or feel
intimidated by a high performer and take the credit for themselves. The
result: employees who are overlooked by their managers or not given
credit where it’s due start to feel demotivated, frustrated, or perhaps even
resentful.
3. No opportunity for growth
High performers want to grow, move forward in their careers, take on
exciting opportunities and develop new skills. They’re driven by far more
than a great salary; they want to master their jobs and know that they
have a solid career plan and the ability to move forward at your
organization.
4. Toxic work environment
This issue alone has cost the US $223 billion over the past five years,
according to SHRM. A toxic workplace not only affects productivity, but it
can cause damage to relationships at multiple levels. It affects
relationships among colleagues and can even have a negative impact on
client relationships, causing damage to your brand and potentially even
prompting a loss of business.
3.2
Curb a high attrition rate
1. Equip your managers to lead well If you are concerned that there’s a
problem with management – the people that have to understand how to
engage with and motivate employees from different generations and
backgrounds – address this before matters escalate.
2. Encourage real-time feedback Regular check ins can be a powerful
retention and performance management tool. This simple act shows
employees that they matter, and that their thoughts, ideas, input and work
are valued. And, when people feel valued, they stay longer and perform
better.
3. Provide opportunities to advance As mentioned earlier, employees
need to know that they will have the opportunity to advance at your
company. You can make this clear, and help them reach their aims by
assisting them in drawing up a career map. This process doesn’t
necessarily need to involve a five- or 10-year plan but it should give
employees the chance to focus on the skills they’d like to develop.
4. Create a happy, productive, inclusive culture Modern employees
expect nothing less than an inclusive, tech-savvy environment, where
collaboration is encouraged, autonomy is allowed, and innovation is
celebrated. To achieve this, it’s important to focus on every aspect of the
employee lifecycle – from attracting the right talent, and integrating them
into the fiber of your organization, to nurturing their growth and giving
them opportunities to advance within your organization – and ensuring
that performance is well managed throughout.
