This Questionnaire will help us in Manpower Planning & Fulfill Manpower Requisition for Particular department for short

term i.e. One Year.

Q) Why do we want to do Manpower Planning?

A) To fulfill Human resource requirement at the right time, at the right place.

Q) Why do we want to fulfill HR requirement?

A) To fulfill project requirement /deploy work force in the assignment/project.

Q) How many Projects do we have exactly?

A) _____________ (No of projects)

Q) Are we able to fulfill present project requirement with the present work force?

A) If No

Than estimate the present business/client/assignment and plan accordingly and recruit new staff/trainees.

If Yes

Than assess & estimate the future business/client/assignment and plan accordingly, while keeping in mind, employee turnover, CPT, P II & Paid assistant training completion time/date, & examination leave & normal leave taken by the staff member. By keeping this figure in mind we can estimate future manpower requirement according to the present & new assignments.

For being specific, we can use Quantitative method i.e. Employee Turnover Ratio,

For being specific in the Estimation of Manpower Requirement for all assignment, assess MP Requirement for one project (here, WINCRM will provide the input through Rolling plan) and accordingly we will be able to plan MP Requirement for all projects for particular department.

Once we will figure out, we can plan and recruit the staff/trainee. Q) What level of staff should be planned to hire? CI) Managers CII) CAs CIII) Paid Assts CIV) PIIs CV) CPTs

A) At all level

Q) What should be the ratio/percentage/level of hiring at all levels?

I) At Category I (Managerial level), we should plan according to their Targets/No of

assignments per year.

II) At Category II (CA) level, we should calculate Employee Turnover Ratio per year and plan accordingly.

III) At Category III (Paid staff) level, we should keep record of their training completion date/time and plan & hire new trainees prior their exit accordingly.

IV) At Category IV (PII) level, we should keep record of their training completion date/time and plan & hire new trainees one month or so prior to their exit.

V) At Category V (CPT) level, we should keep record of their examination leave and should plan accordingly.

And to get clear idea of ratio at all level we need to first see our present work force.

Q) What is the present ratio of employees at execution, leading and at managing level.

This chart will give a clear understanding of the present workforce ratio at all level. Cat I Cat II Cat III Cat IV Cat V Cat VI Cat VII Employee Category Managers CAs Paid Assists P IIs CPTs Consultant CS

No Of Employees 2 12 7 31 31 3 2

After reviewing all level we should focus on two Questions-

Q)What is present set of KSA (Knowledge/Skills/Ability) available internally? Q)What set of KSA (Knowledge/Skills/Ability) is required to achieve future goal?

We should focus on Category II (CA) level where we should focus on hiring CA with leadership skills so that they can lead a team and managers could manage teams rather being involved in executing most of the task/activities.

And according to the targets for a particular time period (Yearly), we should plan work force ratio (i.e. how many employee we require for execution, leading and managing)

Once we will plan and start working on that we will get guidelines for the next year & long term planning.

Page 2

Manpower Planning Questionnaire

This Questionnaire will help us in Manpower Planning & Fulfill Manpower Requisition for Particular department for short term i.e. One Year.

Q) Why do we want to do Manpower Planning?

A) To fulfill Human resource requirement at the right time, at the right place.

Q) Why do we want to fulfill HR requirement?

A) To fulfill project requirement /deploy work force in the assignment/project.

Q) How many Projects do we have exactly?

A) _____________ (No of projects)

Q) Are we able to fulfill present project requirement with the present work force?

A) If No

Than estimate the present business/client/assignment and plan accordingly and recruit new staff/trainees.

If Yes

Than assess & estimate the future business/client/assignment and plan accordingly, while keeping in mind, employee turnover, CPT, P II & Paid assistant training completion time/date, & examination leave & normal leave taken by the staff member. By keeping this figure in mind we can estimate future manpower requirement according to the present & new assignments.

For being specific, we can use Quantitative method i.e. Employee Turnover Ratio,

For being specific in the Estimation of Manpower Requirement for all assignment, assess MP Requirement for one project (here, WINCRM will provide the input through Rolling plan) and accordingly we will be able to plan MP Requirement for all projects for particular department.

Once we will figure out, we can plan and recruit the staff/trainee. Q) What level of staff should be planned to hire? CI) Managers CII) CAs CIII) Paid Assts CIV) PIIs CV) CPTs

A) At all level

Q) What should be the ratio/percentage/level of hiring at all levels?

I) At Category I (Managerial level), we should plan according to their Targets/No of assignments per year.

II) At Category II (CA) level, we should calculate Employee Turnover Ratio per year and plan accordingly.

III) At Category III (Paid staff) level, we should keep record of their training completion date/time and plan & hire new trainees prior their exit accordingly.

IV) At Category IV (PII) level, we should keep record of their training completion date/time and plan & hire new trainees one month or so prior to their exit.

V) At Category V (CPT) level, we should keep record of their examination leave and should plan accordingly.

And to get clear idea of ratio at all level we need to first see our present work force.

Q) What is the present ratio of employees at execution, leading and at managing level.

This chart will give a clear understanding of the present workforce ratio at all level.
Cat VI Cat I Employee Category No Of Employees Cat II Cat III Paid Assists 7 Cat IV Cat V Cat VII

Managers 2

CAs 12

P IIs 31

CPTs 31

Consultant 3

CS 2

35

Employee Stregnth Chart

31 31

No Of Employees

30 25 20 15 10 5 0
2 12 7 3 2

No of employees

M an

ai d

Employee Category

After reviewing all level we should focus on two Questions-

Q)What is present set of KSA (Knowledge/Skills/Ability) available internally? Q)What set of KSA (Knowledge/Skills/Ability) is required to achieve future goal?

We should focus on Category II (CA) level where we should focus on hiring CA with leadership skills so that they can lead a team and managers could manage teams rather being involved in executing most of the task/activities.

And according to the targets for a particular time period (Yearly), we should plan work force ratio (i.e. how many employee we require for execution, leading and managing)

Once we will plan and start working on that we will get guidelines for the next year & long term planning.

C on

s su lt an t

C A

ag e

A ss

C P

C S

is t

II s

rs

Page 3

Manpower Planning Questionnaire Name:Designation: Highlight your answers to close ended questions in red colour 1. What is the role of HR in manpower planning?2. 2. Which objectives of your company do you satisfy by doing manpower planning? 3.Do you have your organization specific model for doing manpower planning? a)Yes b) No c) If yes, then specify? 4.Did manpower planning help you during recession? a)Yes b) No If yes, then how? 5. How do you forecast demand? 1. Trend analysis 2. Manageerial estimate 3. Delphi methodPlease specify, if anything else 6. How do you forecast supply? a)Staffing tables b) Skills Inventories c)Management Inventories d)Replacement charts e) Demographic changes f)Unemployment rate g)Government policies Please specify if anything else. 7.After identifying gap, what do you do in case of : a) Shortage: (1)Full-time recruitment (2)Part-time recruitment (3)Recalls

b)Surplus: (1)Terminations (2)Layoffs (3)Demotions (4)Retirements 8.In which of the following functions does manpower planning help : a)Recruitement (1)Do you have any specific recruitment model of your company? Please name. (2)What percentage of HR budget is allocated to recruitment? (3)How do you recruit employees? [a] Job portals (pl specify the name) [b] Newspapers (pl specify the name) [c] Campus placement (please specify institute name, if any) [d] Head hunting[e] Placement agencies b)Training and Development (1)Do you have any specific Training and development model of your company? Pleasename. (2)What percentage of HR budget is allocated for training and development? (3)Does manpower planning help you design development plan for your employee? c)Performance Appraisal (1)What is the name of the performance appraisal system? (2)How does manpower planning help in performance appraisal process? d)Succession Planning (1)How does it help you doing succession planning? e)Career Planning (1)How does it help you in doing career planning? f)Strategic Planning (1)How does it help in long term planning? (2)How does it help in short tern planning?

STRATEGIC WORKFORCE

PLANNING

Overview of questionnaire

SECTION - (A)

Kindly tick ( ) mark wherever appropriate & give your response for the following questions:

1) Organizations mission: To achieve the zenith of success in the hospitality industry Agree Disagree Cant say

2) From the following criteria; mark the ones for which the strategic goals and objectives regarding manpower needs have been formulated:

Job design Recruitment Selection Organizational training development Career development Retention programs Restructuring Succession planning

3) For the following options; which are the ones for which the budget planning has been undertaken for future developmental purposes:

Recruitment Compensation Issues Training, retraining, etc

Career development Succession planning

4) Which of the following conditions needs to be immediately addressed for your current

workforce requirement?

(Rank them accordingly, most important =1, least = 6):

Potential losses of current employees due to emergency situation. Retirement projections Promotions Organization/position structures Vacancies that would be created by internal movement

5) Which of the following criteria needs attention with respect to the changing need or the demand for your organization? (Rank them accordingly, most important =1, least = 5):

Future workforce skills needed Anticipated increase or decrease in the number of employees needed to do the work Critical functions that must be performed to achieve the strategic plan The environmental changes or competitive move Technology, work, workloads, and work processes

6) How would you address for the following conditions if occur : a) Shortfalls Job Rotation Managerial Replacements Contract labour

b) Critical Issues Training & Development Career Development Position Management

7) Which of the various characteristics would you look out for the future workforce for your organization? (Rank them accordingly, most important = 1, least = 3)

Skills Required Experience & aptitude required; the extent of multi-skill;

SECTION (B) Kindly tick( ) mark the core competencies that you look out for in your organization

ALEADERSHIP GROUP a) b) c) d) Leadership Sharing Responsibility Holding People Accountable Team Leadership

A-INTELLECTUAL COMPETENCIES a) Cognitive Capacity b) Creativity

B-FUTURE-BUILDING COMPETENCIES BINTERPERSONAL GROUP INFLUENCING a) Visioning

a) b) c) d)

Impacting & Influencing Communicating, Listening, Understanding & Responding Networking Teamwork C-MANAGEMENT COMPETENCIES a) Action Management b) Organizational Awareness c) Teamwork

CMANAGERIAL EFFECTIVENESS GROUP

a) b) c) d) e) f) g)

Result Orientation Commitment To Learning Client Servicing Orientation Concern For Environmental Changes Flexibility Organizational Awareness Planning And Initiation

d) Partnering

D-RELATIONSHIP COMPETENCIES a) Interpersonal Relations

D-PROBLEM SOLVING GROUP

b) Communication

a) b) c) d) e)

Strategic Orientation Analytical Thinking Innovative Thinking Conceptual Thinking Decision Making

E-PERSONAL COMPETENCIES a) Stamina /Stress Resistance b) Ethics and Values c) Personality d) Behavioral Flexibility e) Self-Confidence

RECRUITMENT STRATEGY QUESTIONNAIRE

1)

Tick the sources used by your company for recruitment of middle level of managers

Employee Referrals Consultants Walk-ins Existing Data Base Advertisements Job Fairs Portals Websites

2) Which source do you prefer the most for hiring managers (middle level)?

Internal Sources External Sources Both

3) Tick the source you find most suitable for hiring them

Employee referrals consultants walk ins Existing database Advertisement Job fairs Portals

Web sites All of the above

4)

Do you have a referral policy in your Organization? yes no

5)

Do you find e-recruiting a suitable way of recruiting?

yes no Reason(specify): ------------------------------------

6) What is the average time to get adequate pool of candidates for conducting interviews? one month two months three months Other (Please Specify): ----------------------------

7)

Rank the following according to importance given while selection of middle level managers ( rank them accordingly 1- good, 4- least important ) Qualification Experience

Technical Knowledge / Skill Leadership Qualities Any other

8) Rank the following according to cost involved in the recruitment process. ( rank them accordingly 1- most , 7 - least ) Employee Referrals Consultants Walk-ins Existing Data Base Advertisements Job Fairs Portals

9) How many rounds of interviews are conducted before a candidate is offered employment? 1 2 3 Other (Please Specify): ---------------------------------.

10) What type of interview is conducted for selection of middle level managers? One to one Sequential Panel interview Other (Please Specify):--------------------------

11) We conduct: Psychometric test Aptitude test General Knowledge test Interest test Other (Please Specify):------------------------

12) Do you find Bond is compulsory for middle level employees?

yes no

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