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AEREN
FOUNDATION’S Maharashtra Govt. Reg. No.: F-11724
SUBJECT:-HUMAN RESOURCE MANAGEMENT
Q.1. Elaborate on the system of HR Planning. Outline the steps to be
undertaken by organizations to effectively engage in HR Planning.
Answer : The human resources
department is a critical component for employees in any business, regardless of
its size. This support system is responsible for everything from payroll to
hiring a new employee. Human resource planning is an extended part of this
system, and is used to ultimately structure and meet organizational goals.
Background
While a traditional human
resource role serves as an administrative control function, human resource
planning develops strategies for matching the skills and size of the workforce
to organizational needs. In other words, the planning system specifically
recruits, trains and restructures the staff/personnel needed to meet business
objectives and any changes within the external environment.
Responsibilities
Three main responsibilities are
important to complete in order to prepare for the planning process. These
responsibilities include forecasting the demand for labor, performing a supply
analysis, and balancing supply and demand considerations.
Q.2. Discuss the various ways in which the commitment of errors in
performance appraisal can be minimized.
Answer : Many managers handle
performance appraisals quite poorly. And the result is not only an unpleasant
meeting, but one where the manager and his or her staff member never quite
understand each other, never quite appreciate the other's point of view, and
never quite settle on appropriate goals for the coming year.
It's almost inevitable that the
staff member will end up less happy and less productive than he or she was
before!
In fact, there are five big
mistakes that managers often make in conducting performance appraisals.
Fortunately, these mistakes are easily avoided once you make a conscious effort
to avoid them.
Mistake #1: Waiting For The Performance Appraisal To Give Feedback
This is the biggie, and all too
common. It's
Q.3. The nature and scope of the Human Resource Management Systems
keeps on evolving with the changes in the external and internal environments of
organizations. Elaborate on the same. { marks : 20 }
Answer : Human Resource
Management (HRM) is the function within an organization that focuses on
recruitment of, management of, and providing direction for the people who work
in the organization. Human Resource Management can also be performed by line
managers.
Human Resource Management is the
organizational function that deals with issues related to people such as
compensation, hiring, performance management, organization development, safety,
wellness, benefits, employee motivation, communication, administration, and
training.
Human resource management (HRM)
is the strategic and coherent approach to the management of an organization's
most valued assets - the
Q.4. what are some of the traditional and current sources of
recruitment used by organizations? What are their pros and cons?
Answer : The balanced selection
of the recruitment sources to be used in the organization is a key success
factor for the effective recruitment process. The organization can choose from
many recruitment sources as it can optimize the recruitment process. The
recruitment sources drive the costs, length and quality of the job candidates
(including the number of job resumes needed to handle with).
The organization has to choose
the recruitment sources, which work best for the industry. The organization has
to find the unique recruitment sources for the key job positions as it attracts
the best job candidates sooner than the competitors in
Q.5. How does HRM enable organizations to adapt to the dynamic changes
in the environment? Illustrate with examples.
Answer : Human resource
management is not a new concept is an adaptation and transforming of older
ideas from the twentieth century about the management of people. As we know,
people have been working as part of group for thousands of years. Huge numbers
of workers were constructing ancient monuments, such as the pyramids or Great
Wall of China. An appropriate management, motivate people, and the right
strategic make the work effective and successful. In addition human resource
management is defined ‘as a strategic and coherent approach to the management
of an organization’s most valued assets- the people working there who
individually and collectively contribute to the achievement of its objectives’
(Armstrong )
Q.6. As an HR executive, how would you go about devising HRIS for a mid
– sized organization?
Answer : Once you've established
which HRIS model of delivery works best for your business, you need to figure
out just what kind of system you want to invest in. The easiest way to divide
HRIS vendors is to split them into two categories: suite and niche. Vendors of
suite systems offer brawny, many-faceted software applications comprised of
multiple HR functions, each of which can be utilized as either an independent
module or as part of a more universal package. Vendors of niche solutions,
meanwhile, cater to one specific area of HR management, like time and
attendance, payroll, or staffing.
Both niche and suite solutions
have their advantages – it just depends which strategy best suits the needs of
your company. A large HRIS suite
Q 7 . Discuss the various principles and purposes of promotion and
types and purpose of transfers.
Answer : In simpler terms,
promotion refers to upward movement in present job leading to greater
responsibilities, higher status and better salary. Promotion may be temporary
or permanent depending upon the organizational requirement. According to
Clothier and Spriegel,
“promotion is the transfer of an
employee to a job which pays more money or one that carries some preferred
status.”
In the corporate sector employee
promotions doesn't make much difference as that of in government sector. In the
government the word promotion is the ultimate desire for an employee for the
service rendered by him in the organisation and this is the only way for an
employee career development in the government sector. Promotion is the ultimate
motivating factor for any employee because moves employee forward in hierarchy
of concern organisation added with additional responsibility, higher respect,
honour, with increase in grade pay and allowances.
In countries like India, employee
promotions are withhold by employers if any enquiry is pending on concerned
employee due to his disobedience of duties or misuse of his powers especially
in government departments. Until clearance of enquiry pending before COMPETENT
AUTHORITY on concerned employee promotion will not
Dear students get fully solved
assignments
Send your semester &
Specialization name to our mail id :
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or
Call us at : 08263069601
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