INTERNAL ASSIGNMENT
Name of Professor: ASHIKA KOKATE
Class: BSC Finance SY
Subject: Human Resource Management
Total Marks: 10 Marks (Assignment) + 05 Marks (Attendance)
___________________________________________________________________________
Notes
1. Assignment is to be prepared in hand written form only.
2. Use A4 size ruled paper.
3. Scanned pdf must be uploaded and also mail the same copy on
ashikakokatework22@[Link]
4. All the questions are compulsory.
Case 01 - Improving the Selection Process at TechNova Pvt. Ltd.
Background:
TechNova Pvt. Ltd., a fast-growing IT company, recently expanded its operations and hired
50 software developers within three months. However, within six months, nearly 30% of the
new employees either resigned or were asked to leave due to poor performance.
The HR department realized that their selection process was rushed. Most candidates were
selected after a single technical interview, and little attention was given to behavioral skills,
cultural fit, or aptitude. Managers are now asking HR to redesign the selection process to
ensure better hiring decisions.
The HR manager is considering adding aptitude tests, structured interviews, background
verification, and assessment centers to improve the quality of hiring.
Questions
1. Identify the problems in the current selection process used by TechNova Pvt. Ltd.
2. Explain how the selection process affects employee performance and retention in
the organization.
3. What selection methods should the HR manager introduce to improve hiring quality?
Explain any four.
4. Design a step-by-step selection process that TechNova can implement for hiring
software developers.
5. How can structured interviews and assessment tests help reduce wrong hiring
decisions?
6. What role does background verification and reference checking play in the
selection process?
7. Suggest two strategies the HR department can use to ensure better cultural fit during
selection.
Case 02: Job Analysis at BrightCare Hospital
Background:
BrightCare Hospital recently expanded its services by opening a new diagnostic department.
The hospital hired several technicians, nurses, and administrative staff. However, after a few
months, the management noticed confusion among employees about their responsibilities.
Some technicians complained that they were asked to perform tasks outside their expertise,
while nurses felt overloaded with administrative duties. At the same time, managers struggled
to evaluate employee performance because clear job descriptions and job specifications
were not prepared before hiring.
The HR department realized that the hospital had skipped an important step—job analysis—
before recruiting employees. Now the HR manager has been asked to conduct a proper job
analysis to clarify duties, responsibilities, and skill requirements for each role.
Questions
1. Identify the problems faced by BrightCare Hospital due to the lack of job
analysis.
2. Explain the concept of job analysis and its importance in HRM.
3. What are the two main outcomes of job analysis? Explain briefly.
4. Suggest three methods the HR manager can use to conduct job analysis in the
hospital.
5. How can job analysis help improve recruitment, training, and performance
appraisal at BrightCare Hospital?
6. Prepare a simple job description for the position of a diagnostic technician based on
the case.
Case 03- Recruitment Challenges at GreenTech Ltd.
Background:
GreenTech Ltd., a manufacturing company producing eco-friendly packaging materials,
recently expanded its operations and opened a new production unit. The company needed to
recruit 30 machine operators, 10 supervisors, and 5 administrative staff within a short
period.
To fill the vacancies quickly, the HR department relied mainly on employee referrals and
walk-in interviews. After a few months, the management noticed several problems. Some
employees lacked the required skills, while others left the company within a short time.
Production delays increased, and supervisors complained that many new recruits were not
properly suited for the job.
The management realized that the recruitment process was not properly planned. They asked
the HR manager to improve the recruitment strategy to attract more qualified
candidates.
Questions
1. Identify the problems in the recruitment process used by GreenTech Ltd.
2. Explain the concept of recruitment in Human Resource Management.
3. What are the different sources of recruitment that GreenTech Ltd. can use? Explain
any four.
4. Differentiate between internal recruitment and external recruitment.
5. Suggest three ways the HR manager can improve the recruitment process at
GreenTech Ltd.
6. How can proper recruitment help improve organizational performance?
*******