MANPOWER PLANNING, RECRUITMENT & SELECTION

MARCH 2023 EXAMINATION

ANSWER 1.
INTRODUCTION
Human resource acquisition is an important process for organisations that want to build and
keep a talented and diverse workforce. It entails locating, attracting, and hiring qualified
candidates for open positions. Human resource acquisition strategies that are effective can
assist organisations in developing a strong employer brand, increasing productivity, and
decreasing turnover rates. Organizations must recognise the value of investing in a
comprehensive recruitment process that includes stages such as job analysis, job descriptions,
sourcing, screening, and selection in this context.

CONCEPT AND APPLICATION

The onboarding process, which is the formal process of welcoming and integrating new
employees into an organisation, is the final step in human resource acquisition. The
onboarding process is important because it sets the tone for the new employee's experience
with the company and has the potential to influence their performance, engagement, and
retention.
New employees learn about the company's culture, values, policies, and procedures during
the onboarding process. They also receive job-related training and have the opportunity to
meet their co-workers and managers. A well-designed onboarding programme can make new
employees feel welcomed, supported, and prepared for their new role, leading to increased
job satisfaction and performance.

Here are some points highlighting the significance of human resource acquisition:
Attracting top talent: Human resource acquisition enables organisations to attract top talent,
which is critical for business success. Hiring skilled and talented individuals can assist
businesses in meeting their goals and objectives.
Building a diverse workforce: Organizations can build a diverse workforce that reflects the
diversity of their customers and the communities they serve through human resource
acquisition. This can lead to improved creativity, innovation, and decision-making.
Improving productivity: Hiring the right people can boost productivity, resulting in higher
performance and profits. Effective human resource acquisition strategies can assist
organisations in identifying the best candidates for the job, resulting in improved outcomes.
Enhancing the employer brand: Human resource acquisition can help an organization's
employer brand, making it a more appealing place to work. A strong employer brand can
assist in attracting and retaining top talent.
Reducing turnover rates: Organizations can reduce turnover rates and increase employee
retention by hiring the right people for the job. This can result in cost savings and increased
organisational stability.
Risk reduction: Effective human resource acquisition processes can help reduce the risks
associated with hiring the incorrect person for the job. Organizations can reduce the risk of
legal, financial, and reputational issues by screening and selecting the best candidates.

Furthermore, a successful onboarding process can lower turnover rates because employees
who feel welcomed and supported are more likely to remain with the organisation. A poor
onboarding experience, on the other hand, can lead to confusion, frustration, and
disengagement, which can be detrimental to both the employee and the organisation.
To summarise, the onboarding process is an important step in human resource acquisition that
can affect the success of new employees as well as the organisation as a whole. Companies
can set their new hires up for success and create a positive work culture that fosters employee
engagement and retention by investing in a comprehensive onboarding programme.

CONCLUSION
To summarise, human resource acquisition is critical to the success of any organisation.
Identifying and selecting the best candidates for a job is a critical step in developing a talented
and diverse workforce. Organizations can attract top talent, build a strong employer brand,
increase productivity, and reduce turnover rates with the right recruitment strategies.
Organizations can ensure that they hire the best candidates for the job by investing in a
comprehensive recruitment process, leading to long-term success and growth.

ANSWER 2
INTRODUCTION
The underlying values, skills, and motivations that guide an individual's career choices and
development are referred to as career anchors. These anchors represent a person's core interests
and priorities, which are important in shaping their career path. Understanding one's career
anchors can assist individuals in making informed career decisions, achieving job satisfaction,
and aligning their work with their personal values and strengths.

CONCEPT AND APPLICATION

Career anchors are the underlying values, skills, and motivations that people use to make career
choices. Career anchors are important in making career decisions because they represent the
core interests and priorities that guide an individual's career development. Understanding one's
career anchors can assist individuals in making informed career decisions and aligning their
work with their personal values and strengths.
Here are some ways in which career anchors can influence career choices:

Self-awareness: Understanding one's career anchors can help individuals become more self-
aware of their values, interests, and skills. This can help them make more informed career
decisions that are consistent with their core beliefs and motivations.
Career direction: Career anchors can provide a sense of direction and purpose in one's career.
Individuals can focus their job search on roles and industries that match their values and
interests by identifying their career anchors.
Career satisfaction: Individuals are more likely to experience job satisfaction and fulfilment
when they work in roles that align with their career anchors. This can lead to increased
motivation and engagement in the workplace.
Career advancement: Career anchors can also assist individuals in identifying areas for career
development and advancement. Individuals can make informed decisions about their career
path and take steps to achieve their goals by aligning their career goals with their core values
and skills.
Work-life balance: Recognizing one's career anchors can also aid in achieving a better work-
life balance. Individuals can create a career path that supports their overall well-being by
aligning their career goals with their personal values and priorities.

CONCLUSION
Finally, career anchors play an important role in shaping an individual's career development.
Individuals can make informed career decisions and create a career path that aligns with their
personal goals and priorities by identifying their core values, skills, and interests.
Understanding one's career anchors can also aid in job satisfaction, career advancement, and a
better work-life balance. Individuals must therefore understand their career anchors in order to
make informed decisions about their career path and achieve success and fulfilment in their
professional lives.

ANSWER 3 (a).
INTRODUCTION
Performance appraisals are an important part of human resource management because they
involve assessing employee performance and providing feedback to help them improve their
work. Performance appraisals provide a systematic method for assessing an employee's
strengths and weaknesses, setting performance goals, and identifying areas for improvement.
This process is critical for increasing employee productivity, engagement, and job satisfaction,
which ultimately contributes to the organization's success.
CONCEPT AND APPLICATION
Performance appraisal is an important aspect of human resource management because it aids
in evaluating employee performance in an organisation. Here are some of the reasons why
performance evaluation is important:

Identifying employees' strengths and weaknesses: Performance appraisal assists in

identifying employees' strengths and weaknesses. It enables managers to provide performance
feedback to employees and identify areas for improvement.
Goal alignment: Performance appraisal aids in the alignment of employee goals with
organisational goals. Organizations can ensure that their employees are working towards the
organization's objectives by setting specific performance targets and evaluating progress
towards these targets.
Promotion of employee development: Performance appraisal can be used to promote
employee development. Managers can provide employees with the necessary training and
support to improve their skills and knowledge by identifying areas for improvement.
Making informed decisions: Performance appraisal helps managers make informed decisions
about employee promotions, salary increases, and other rewards and recognition. Managers
can identify high-performing employees and reward them appropriately by objectively
evaluating employee performance.
Increasing employee motivation: Performance appraisal can help increase employee
motivation by providing feedback on performance and recognising accomplishments. This has
the potential to increase employee engagement and job satisfaction.

CONCLUSION
Finally, performance appraisals are critical in evaluating employee performance and improving
their work. They offer a methodical approach to assessing employee strengths and weaknesses,
setting performance goals, and identifying areas for improvement. Performance appraisals are
critical for increasing employee productivity, engagement, and job satisfaction, which
ultimately contributes to the organization's success. Organizations must invest in training and
development for managers and employees, ensure that the process is fair and transparent, and
use performance data to inform decision-making about rewards, recognition, and career
development to ensure effective performance appraisals. Performance appraisals can become
a valuable tool for managing human resources and achieving organisational success once these
measures are in place.
ANSWER 3 (b).

INTRODUCTION
Employee performance is an important aspect of human resource management that includes
creating a supportive work environment, setting clear expectations, providing feedback, and
recognising and rewarding good performance. This process is critical for increasing employee
motivation, engagement, and job satisfaction, ultimately contributing to the organization's
success.

CONCEPT AND APPLICATION

Encouraging good performance of employees is essential for the success of any organization.
Here are some ways to encourage good performance of employees:

Setting clear expectations: Employees should have clear expectations about what is expected
of them in terms of performance and behaviour.
Giving feedback: Employees should receive regular feedback on their performance, both
positive and negative. This can assist employees in understanding what they do well and where
they need to improve.
Recognizing and rewarding excellent performance: Employees who excel should be
acknowledged and rewarded for their efforts. This can take the form of bonuses, promotions,
or other forms of compensation.
Providing opportunities for growth and development: Opportunities for growth and
development, such as training, coaching, or mentoring programmes, should be provided to
employees.
Creating a positive work environment: A positive work environment that encourages
teamwork, collaboration, and open communication can help motivate employees to perform to
their full potential.

CONCLUSION
Finally, encouraging good employee performance is critical for an organization's success.
Organizations can motivate employees to perform at their best by creating a supportive work
environment, setting clear expectations, providing feedback, and recognising and rewarding
good performance. This process can help boost employee engagement, job satisfaction, and
productivity, ultimately resulting in better business results. Organizations must invest in
training and development for managers and employees, provide opportunities for growth and
development, and foster a culture of transparency, collaboration, and continuous improvement
to ensure effective performance management. Organizations can achieve a high-performing
workforce that drives innovation, growth, and success by implementing these measures.