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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
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