1. Write a detailed note on induction program.

Benefits of an induction program

An induction program is a very important step when new employees join an organisation. It provides an introduction to the working environment and the role of the employee in the organisation. Induction covers the employer and employee rights and the terms and conditions of employment. An induction program definitely covers any legal and compliance requirements of the organisation. Also, it definitely tells employees about the health and safety precautions to be taken in certain situations.

Induction is meant to enable a new employee to become productive and get integrated with the team faster and hence start feeling good about his/her joining the new firm. The aim is not to throw someone into the deep end, but to create an environment for the new employee to become productive and part of the team in a manner the person will be quickly start performing and also start undertaking large responsibilities. The idea is that an employee should not be expected to perform without understanding how to do their job, or how their role fits in with the rest of the company. A good induction program can increase productivity and reduce short-term turnover of staff.

Designing an induction program

Some tips for designing and developing an own induction program are mentioned below:

Welcome

A welcome should enable the new employee to become part of the team and the organisation. Induction can be said as completed when the probation period of the employee is completed. During this time, the new employee is expected to actively learn about all the aspects of their new work so that at the end of their probationary period he/she is in a position to induct a new 1

employee into their team or into the organisation. If other employees are not going to be approachable to help the new employee settle into his/her work from a learning perspective, then, a buddy may be allocated who helps the employee settle into his work environment and answer questions from a learning perspective.

Commitment

An employees commitment can be built by doing the following things as a manager. A manager can build a healthy psychological agreement with his/her team member. A manager should let the employee bond with new colleagues and find opportunities to establish a bond with the new employee. The manager should provide tasks to the new employee that he/she must be able to complete during the first few days. The manager should provide the employee with positive feedback on his/her performance and rejoice in the new employees progress.

Induction requirements

As an HR manager or a team lead provide a safe and happy working environment. Provide and demonstrate the use of all the equipments. If the working environment is office based ensure that the efficient aspects are understood. Review and check only for definite performance. This should be a daily ongoing process and needs close attention in the first few months so that mastery is acquired in all details of new functions. Encourage challenging topics of discussion and confirm the agreed accountabilities by documenting agreements. Review applicable policies and procedures such as ethical expectations, employee rights and responsibilities. Provide important written documents and discuss the needs with the new employee.

Initial Tasks

As a manager, one must prepare initial tasks beforehand and ensure all other employees are informed about the new employees roles and responsibilities. Some tasks are of shorter time duration, hence provides a sense of mastery and ensures that the knowledge, skill and competence of the new employee 2

are reviewed. As a manager, provide shorter time duration tasks to the new employee in the beginning and ensure that documentation for detail tasks are up to date and made accessible to the new employee with proper support.

Training

The manager must regularly check on skill and knowledge levels to ensure that the competence required for the current tasks and future tasks is demonstrated consistently. If a gap in competence is noted, an off the job training can be conducted. It needs o be a properly planned training. At the successful completion of the probationary training period, the manager should plan for future competency improvement and are on challenging performance standard results.

2. Explain different types of scores used to interpret test results.

Raw scores

These refer to the unadjusted scores on the test. Usually, the raw score is the number of questions answered correctly, as in mental ability or achievement tests. Some types of assessment tools and personality tests have no right or wrong answers. In such cases, the raw score may represent the number of positive responses for a particular trait. Raw scores do not provide any useful information. For example, consider a candidate who gets 25 out of 50 questions correct on a test. Its hard to know whether 25 is a good score or a poor score. When the results are compared with the other individuals who took the same test, you may discover that this was the highest score on the test.

Standard scores

Standard scores are converted from raw scores. This indicates were a candidates core lies in comparison to a group, e.g., if the test indicates that the average or mean score for the group on a test is 50, then a candidate who 3

gets a high score is above average and a candidate who gets a low score is below average.

Percentile score

A percentile score is another kind of converted score. A candidates raw score is converted into a number indicating the percent of employees in the group who scored below the test taker. E.g., a score at the 70th percentile means that the candidates score is the same as or higher than the scores of 70% of those who took the test.

3. What are the benefits of setting up an academy for the organisations?

By setting up an academy, an organisation can get following benefits:

Reduced hiring costs As lesser number for employees will be hired by using consultants and more number of students will be hired from the training academy, the hiring cost is reduced. Also, the organisation generates revenue on every candidate trained.

Reduced training cost During the training period the candidates are not paid salary, so the cost of salaries paid during the training period is saved.

Reduced training period Train to Hire process completely concentrates on training the new candidates, only the selected candidates are paid at the end of the training. As a large chunk of the training is conducted by the academy, the training period of the company reduces substantially. Their go-live time is the shortest.

Improved bench strength The organisation has ready replacements available in case of employee turnover or any additional manpower required for expansion. The academy always has excess people than what the organisation requires. This gives the organisation the flexibility to backfill at short notice and expands the business in the shortest possible time.

4. Discuss intrapreneurship in detail.

When entrepreneurship describes activities within affirm or a large organisation, it is referred to as intrapreneurship. Intrapreneurship may include corporate venturing, when large entities spin-off organisation.

In 1992, The American Heritage Dictionary acknowledged the popular use of a new word, intrapreneur, to mean A person with a large organisation who takes direct responsibility for turning an idea into a profitable finished product trough assertive risk-taking and innovation. Intrapreneurship is today a tool used by corporate to harness the true potential of their high performers which integrates risk-taking and innovation approaches apart from reward and motivational techniques which were usually thought as only possible by entrepreneurs.

Intrapreneurship is the practice of entrepreneurship by employees with an organisation.

Features of Intrapreneurship

Entrepreneurship involves innovation, the ability to take risk and demonstrate creativity. An entrepreneur will be able to look at things in novel ways. He will have the capacity to take calculated risk and to accept failure as a learning point. An intrapreneur thinks like an entrepreneur looking out for opportunities, which profits the organisation he/she is employed with. Intrapreneurship is a novel way of making organisations more profitable where imaginative employees entertain entrepreneurial thoughts. It is in the interest of an organisation to encourage intrapreneurs. Intrapreneurship is a significant method for companies to reinvent themselves and improve performance. 5

Intrapreneurship and employee engagement

The highest form of employee engagement is possibly intrapreneurship. Organisations can benefit from engaged employees, by listening to them, understanding their needs, thoughts and plans, allowing employees to practice intrapreneurship and create wealth for themselves and the organisation.

5. List the tips for successful career planning.

Career planning is not an activity that should be done once -- in high school or college -- and then left behind as we move forward in our jobs and careers. Rather, career planning is an activity that is best done on a regular basis -especially given the data that the average worker will change careers (not jobs) multiple times over his or her lifetime. And it's never too soon or too late to start your career planning.

Career planning is not a hard activity, not something to be dreaded or put off, but rather an activity that should be liberating and fulfilling, providing goals to achieve in your current career or plans for beginning a transition to a new career. Career planning should be a rewarding and positive experience. Here, then, are 10 tips to help you achieve successful career planning.

1. Make Career Planning an Annual Event

Many of us have physicals, visit the eye doctor and dentist, and do a myriad of other things on an annual basis, so why not career planning? Find a day or weekend once a year -- more often if you feel the need or if you're planning a 6

major career change -- and schedule a retreat for yourself. Try to block out all distractions so that you have the time to truly focus on your career -- what you really want out of your career, out of your life. By making career planning an annual event, you will feel more secure in your career choice and direction -and you'll be better prepared for the many uncertainties and difficulties that lie ahead in all of our jobs and career.

2. Map Your Path Since Last Career Planning

One of your first activities whenever you take on career planning is spending time mapping out your job and career path since the last time you did any sort of career planning. While you should not dwell on your past, taking the time to review and reflect on the path -- whether straight and narrow or one filled with any curves and dead-ends -- will help you plan for the future. Once you've mapped your past, take the time to reflect on your course -- and note why it looks the way it does. Are you happy with your path? Could you have done things better? What might you have done differently? What can you do differently in the future?

3. Reflect on Your Likes and Dislikes, Needs and Wants

Change is a factor of life; everybody changes, as do our likes and dislikes. Something we loved doing two years ago may now give us displeasure. So always take time to reflect on the things in your life --not just in your job -- that you feel most strongly about. Make a two-column list of your major likes and dislikes. Then use this list to examine your current job and career path. If your job and career still fall mostly in the like column, then you know you are still on the right path; however, if your job activities fall mostly in the dislike column, now is the time to begin examining new jobs and new careers. Finally, take the time to really think about what it is you want or need from your work, from your career. Are you looking to make a difference in the world? To be famous? To become financially independent? To effect change? Take the time to understand the motives that drive your sense of success and happiness.

4. Examine Your Pastimes and Hobbies

Career planning provides a great time to also examine the activities you like doing when you're not working. It may sound a bit odd, to examine non-work activities when doing career planning, but it's not. Many times your hobbies and leisurely pursuits can give you great insight into future career paths. Think you can't make a hobby into a career? People do it all the time. The great painter Paul Gauguin was a successful business person who painted on the side. It actually wasn't until he was encouraged by an artist he admired to continue painting that he finally took a serious look at his hobby and decided he should change careers. He was good at business, but his love was painting.

5. Make Note of Your Past Accomplishments

Most people don't keep a very good record of work accomplishments and then struggle with creating a powerful resume when it's time to search for a new job. Making note of your past accomplishments --keeping a record of them -- is not only useful for building your resume; it's also useful for career planning. Sometimes reviewing your past accomplishments will reveal forgotten successes, one or more which may trigger researching and planning a career shift so that you can be in a job that allows you to accomplish the types of things that make you most happy and proud.

6. Look Beyond Your Current Job for Transferable Skills

Some workers get so wrapped up in their job titles that they don't see any other career possibilities for themselves. Every job requires a certain set of skills, and it's much better to categorize yourself interns of these skill sets than be so myopic as to focus just on job titles. For example, one job-seeker who was trying to accomplish career planning found herself stuck because she identified herself as a reporter. But once she looked beyond her job title, she could see that she had this strong collection of transferable skills -- such as writing, editing, researching, investigating, interviewing, juggling multiple tasks, meeting goals and deadlines, and managing time and information-- skills that could easily be applied to a wide variety of jobs in many different careers.

7. Review Career and Job Trends

Everyone makes his or her own job and career opportunities, so that even if your career is shrinking, if you have excellent skills and know how to market yourself, you should be able to find a new job. However, having information about career trends is vital to long-term career planning success. A career path that is expanding today could easily shrink tomorrow -- or next year. It's important to see where job growth is expected, especially in the career fields that most interest you. Besides knowledge of these trends, the other advantage of conducting this research is the power it gives you to adjust and strengthen your position, your unique selling proposition. One of the keys to job and career success is having a unique set of accomplishments, skills, and education that make you better than all others in your career.

8. Set Career and Job Goals

Develop a roadmap for your job and career success. Can you be successful in your career without setting goals? Of course. Can you be even more successful through goal-setting? Most research says yes. A major component of career planning is setting short-term (in the coming year) and long-term (beyond a year) career and job goals. Once you initiate this process, another component of career planning becomes reviewing and adjusting those goals as your career plans progress or change and developing new goals once you accomplish your previous goals.

9. Explore New Education/Training Opportunities

It's somewhat of a clich, but information really does lead to power and success. Never pass up chances to learn and grow more as a person and as a worker; part of career planning is going beyond passive acceptance of training opportunities to finding new ones that will help enhance or further your career. Take the time to contemplate what types of educational experiences will help you achieve your career goals. Look within your company, your professional association, your local universities and community colleges, as well as online 9

distance learning programs, to find potential career-enhancing opportunities-and then find a way achieve them.

10.

Research Further Career/Job Advancement Opportunities

One of the really fun outcomes of career planning is picturing yourself in the future. Where will you be in a year? In five years? A key component to developing multiple scenarios of that future is researching career paths.

6. Write a detailed note on e-manpower planning.

HRMS (Human Resource Management System) / HRIS (Human Resource Information System) are basically computer software and hardware tools which are used to collect, store and update, retrieve and analyse data pertaining to human resources. These tools ensure that the data is safe, secured and accessible to authorised personnel. It is also possible to transfer this data or information in required formats.

The information typically is details about below mentioned particulars. Employee demographics Details like name, address, qualification, contact number, date of birth, sex, marital status, etc. Employee tracking Details like date of joining, current and previous profiles, performance reports, etc. Skills inventory Details of competencies and capabilities of the employee, trainings attended and accreditations, etc. Payroll Compensation details and structure, past payouts, attendance, leaves, etc. 10

Benefits The perks offered to employees such as car, company accommodation, etc.

Many a times HRMS/HRIS is a part of the Enterprise Resource Planning (ERP) tool used by the organisation to manage all the resources. Since human resources are also a part of the resources the organisation possesses, it is managed using an ERP solution.

Some of the renowned ERP solutions are: SAPs ERP Solution IBMs E-Business on Demand

There are innumerable customized HRIS tools, knowledge management systems and learning systems in the market. Management can use the information collected by the HRIS tool to effectively gauge its current manpower in terms of numbers, skill, competencies, cost, etc. The findings in turn can be indicators of future actions. For example, if an organisation plans to set up another unit, it can easily decide how many and which employees can be deployed from the existing set up. Also, it will know how many new employees need to be hired at various levels. The system can also predict future manpower requirements for the organisation of provided with a systematic input. These inputs are generally called queries in IT sphere.

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