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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

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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 theemployee 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 employee2

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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 achievementtests. 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

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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 thetraining 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.

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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 learningpoint. 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.

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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 tostart 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

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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'vemapped 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 tounderstand the motives that drive your sense of success and happiness.

4. Examine Your Pastimes and Hobbies

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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 theside. 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 newjob. 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-- skillsthat could easily be applied to a wide variety of jobs in many different careers.

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7. Review Career and Job Trends

Everyone makes his or her own job and career opportunities, so that even ifyour 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 componentof 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 aworker; 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

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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 previousprofiles, 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.

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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 asystematic input. These inputs are generally called queries in IT sphere.

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