Step 1: Recall the two key analyses used in estimating manpower requirements.
In the staffing process, managers use two distinct analyses: Workload Analysis and Workforce Analysis. It is important not to mix them up.
Step 2: Define Workload Analysis correctly.
Workload Analysis determines the number and types of human resources needed to perform various jobs and achieve organisational objectives. It looks at the work to be done and asks: how many people do we need?
Step 3: Define Workforce Analysis correctly.
Workforce Analysis reveals the number and types of human resources that are currently available within the organisation. It looks at what we already have.
Step 4: Evaluate Statement I.
Statement I says Workforce Analysis enables assessment of the number and types of human resources necessary for the performance of various jobs. But this is the definition of Workload Analysis, not Workforce Analysis. So Statement I is false.
Step 5: Evaluate Statement II.
Statement II says Workload Analysis reveals the number and type of human resources available. But this is the definition of Workforce Analysis, not Workload Analysis. So Statement II is also false.
Step 6: Confirm the answer.
Both statements have swapped definitions, making both of them false.
\[ \boxed{ \text{(D) Both Statement-I and Statement-II are false.} } \]