Assignment

Of

HuMan Resource Management

For

Name Abhimanyu Kumar

Roll No. 1802000207
Drive Spring 2018
Program Master of Business Administration- MBA
Semester Semester 1
Subject Code MBA 106
Subject Name Human Resource Management
Book ID B1626
 Assignment Set 1
1. Discuss- HR forecasting techniques with examples.

Ans.

HR forecasting techniques

HR Forecasting techniques vary from simple to sophisticated ones. It may be

stated that organizations generally follow more than one technique. The techniques
are:

 Managerial Judgement
 Ratio Trend Analysis
 Work Study Techniques
 Delphi Technique
 Flow Models
 Others.

HR Demand Forecast
Demand forecast is the process of estimating the future quantity and quality of
people required. The basis of the forecast must be the annual budget and long term
corporate plan, translated into activity levels for each function and department.
Demand forecasting must consider several factors — both external as well as
internal. The external factors are competition, economic climate, laws and
regulatory bodies, changes in technology and social factors. Internal factors include
budget constraints, production levels, new products and services, organisational
structure and employee separations.
HR Supply Forecast
Personnel Demand analysis provides the manager with the means of estimating
the number and kind of employees that will be required. The next step for the
management is to determine whether it will be able to procure the required number
of personnel and the sources for such procurement. This information is provided by
supply forecasting. Supply forecasting measures the number of people likely to be
available from within and outside an organisation, after making allowance for
absenteeism, internal movements and promotions, wastage and changes in hours
and other conditions of work.
New Venture Analysis
New venture analysis will be useful when new ventures contemplate employment
planning. This technique requires planners to estimate HR needs in line with
companies that perform similar operations. For example, a petroleum company that
plans to open a coal mine can estimate its future employment by determining
employment levels of other coal mines.
Other Forecasting Methods
The organisations follow more than one technique for forecasting their peoples’
needs. L&T, for example, follows ‘bottom-up’ of management judgement and work
study techniques for demand forecasting. Forecasting process in L&T begins during
November of every year. The Department heads prepare their personnel estimates
(based on details of production budget supplied to them) and submit the estimates
to the respective personnel managers. The personnel heads will review the estimates
with the departmental heads and will send final reports to Bombay office where
centralized HR department is located. Estimates are reviewed by the HR department
and final figures are made known to those personnel managers who initiate steps to
hire the required number of people in the following year. The forecast is made for
once in Five years, but is broken down to yearly requirements.

2. Discuss the various methods of training. Also state how On-the-job

training is used in IT industries.

Ans.

Methods of training

Management development is a systematic process of growth and development by

which the managers develop their abilities to manage. It is concerned with not only
improving the performance of managers but also giving them opportunities for
growth and development.

There are two methods through which managers can improve their knowledge
and skills. One is through formal training and other is through on the job
experiences. On the job training is very important since real learning takes place
only when one practices what they have studied.

But it is also equally important in gaining knowledge through classroom learning.

Learning becomes fruitful only when theory is combined with practice. Therefore on
the job methods can be balanced with classroom training methods (off-the-job
methods).

On-the-job Training (OJT) Methods:

This is the most common method of training in which a trainee is placed on a
specific job and taught the skills and knowledge necessary to perform it. It’s a real
job environment where the trainee is exposed to actual work situations. The major
advantage of this method is that the trainee gets hands-on experience of the job that
has to be performed.

The advantages of OJT are as follows:

1. On the job method is a flexible method.

2. It is a less expensive method.

3. The trainee is highly motivated and encouraged to learn.

4. Much arrangement for the training is not required.

This training On-the-job training methods are as follows:

1. Job rotation:
This training method involves movement of trainee from one job to another gain
knowledge and experience from different job assignments. This method helps the
trainee understand the problems of other employees.

2. Coaching:
Under this method, the trainee is placed under a particular supervisor who
functions as a coach in training and provides feedback to the trainee. Sometimes the
trainee may not get an opportunity to express his ideas.

3. Job instructions:
Also known as step-by-step training in which the trainer explains the way of doing
the jobs to the trainee and in case of mistakes, corrects the trainee.

4. Committee assignments:
A group of trainees are asked to solve a given organizational problem by
discussing the problem. This helps to improve team work.

5. Internship training:
Under this method, instructions through theoretical and practical aspects are
provided to the trainees. Usually, students from the engineering and commerce
colleges receive this type of training for a small stipend.

3. What is performance appraisal? What are the different appraisal

methods are being used in current scenario?

Ans.
 Performance Appraisal

Performance appraisal is a systematic process that evaluates an

individual employee’s performance in terms of his productivity with respect to the
pre-determined set of objectives. It is an annual activity, which gives the employee
an opportunity to reflect on the duties that were dispatched by him. It also evaluates
the individual’s attitude, personality, behaviour and stability in his job profile. There
are various applications of appraisals like compensation, performance improvement,
promotion, termination, test validation, and much more. Various performance
appraisal methods are followed by organisations to ensure fair appraisals to their
employees. Appraisals facilitate communication between the management and the
employees, which helps in conveying the expectations of the management to the
employee and vice versa. The frequency of appraisals varies. Most MNCs offer them
annually, some opt for shorter cycles like half yearly, or quarterly, or even monthly,
if the employees performs exceptionally at his job. It is subjective to the performance
appraisal method that is used, and the purpose of the appraisal. In case of start-ups,
it has been observed that shorter cycles are preferred, so that they can motivate their
employees more frequently to perform better.

Performance appraisal methods based on the above-mentioned

criteria are listed below:
 Assessment Centre Method
The purpose of this method is to test candidates in social situations. It can be
used by start-ups for evaluating employees serving at senior level. This method
of evaluation is helpful for assessing managers, who have to deal with their
subordinate, peers and supervisors for day-to-day business. It helps employers
understand the capacity and the capability of the individual in social settings.
It involves using situational exercises like an in-basket exercise, role-playing
incident, business game and many other similar exercises. It gives the
employer an insight to the personality of the employee like openness,
tolerance, introversion/extroversion, acceptability, etc.
 Behaviourally Anchored Rating Scale
This is latest a modern appraisal technique, which has been developed
recently. It is claimed that the Behaviourally Anchored Rating Scale method is
one of the most equitable technique compared to other methods of appraisals.
It is a combination of narrative techniques like essay evaluation and
quantifiable techniques like rating scale. It is comparatively more expensive
than other techniques, but it usually guarantees precision and effectiveness.
 Trait Focussed Appraisals
This technique is useful for reinforcing positive work ethics and culture in the
organisation. It considers attributes like helpfulness, dependability,
punctuality, etc for being appraised by the organisation. It motivates
employees to be competitive in a fair manner and yet be available for helping
out colleagues if need be. Startups should consider giving their employees trait
focussed appraisals once in a while, because it reinforces positive culture in the
organisation.
 Assignment Set 2

1. State the advantages and disadvantages of job evolution in detail.

Ans.
Advantages of Job Evaluation
The system of job evaluation is a powerful tool in the hands of management
in managing manpower. It claims the following points to its credit.
1. Settlement of Wage Disputes
The chances for disputes and grievances regarding the individual rates of wages
are very rare. Even if there arises any disputes, it can be conveniently settled by
referring to the job evaluation machinery.
2. Better Control over Labour Costs
Job evaluation enables the management to exercise effective control over
the labour costs, because they can give appropriate pays for the each job.
3. Building up of Employee Morale
Since this system aims to reward employees’ suitability, it will help to build
up employee morale and bring job satisfaction.
4. Proper Placement of Personnel
It helps in selecting the right man for the right job. Besides, this system facilitates
to form a logical basis for designing training programmes for the worker.
Disadvantages of Job Evaluation
In spite of the various advantages cited above, it will not be wise for management
to place too much reliance on it. There are several limitations to this technique. The
important demerits of this system are as follows:
1. Lack of Complete Accuracy
The accuracy claimed by it is not in fact accurate. The system considers the key
factors independent of others which is not so in reality. Consequently, the weights
assigned to the factors are also less accurate.
2. Unrealistic Assumptions
Job evaluation is based on the assumption that wage rates can be related to the
work of a given job. It completely ignores the fact that conditions in the labour
market exercise greater influence in the determination of wage rates.
3. Formation of the Committee
The formation of the job evaluation committee itself creates a serious problem.
Only persons who are capable of evaluating the jobs should be appointed as
committee members. Besides, there is also difference of opinion regarding the
number of members. Authorities suggest 5 to 20 members. All these factors make
the installation of a job evaluation programme more costly.
4. Selection of a Suitable Method
The selection of a suitable method also posses a serious problem to the
management. There are four methods and each method has its own merits and
demerits.
5. Equal Pay for Equal Job
This system presumes that job of equal content will be equally attractive to the
employees. But this presumption is unreal. For instance, a job offers little or no
prospects for a rise or promotion; while another job rated similar to it, has better
prospects for the workers; the latter will attract more than the former.

2. What do you mean by discipline? Describe- disciplinary actions and

plenty in any industry.
Ans.
Discipline
Discipline is a most for every organization that wants to move forward. It is
very essential for the smooth running of any firm. It is also very important for
peace and harmony in an organization. Peace between employees, customers and
clients. It is always necessary for discipline to be instilled in employees to get the
best out of your workforce. Before I go on with why we should have discipline
and disciplinary actions in case of defaulters, its right to find out what discipline
is. Discipline can be seen or defined as a force that prompts individuals,
organizations, nation etc to observe rules and regulations stipulated which are
deemed necessary for the effective and efficient running of the group,
organization or nation. In this article discipline in firms can be seen as an
orderly conduct by employees of an organization to adhere to the rules and
regulations as well as policies guiding the activities and running of the
organization.
Disciplinary actions and Penalties
While disciplining an employee, it is always important to make sure that
the disciplinary action meted out to the offender is always commensurate to
the offence committed. Some disciplinary actions in firms include;

 Oral warning- when an offence is not that serious or when an offender is

a first offender, he can be given oral warning. The human resources person
invites him, talks to him, cautions him and warns him to desist from such
actions in the future.
 Written warning- When the offence committed by the employee is not
an offence that you can just warn him verbally and let him go, he is issued
a query. He replies the query and explains reasons for his action. The query
and his response are filed in the staff file for future references. After
 considering his response, a written warning also is issued to him and a
copy of the warning letter also documented in the staff file.
 Loss of entitlement- Some indiscipline is cautioned by denying the
offender his or her entitlement as a reprimand for the action. In some
cases, the offender may not be paid any allowance or bonus due to him to
punish him for an offence or indiscipline committed.
 Suspension- If an offence is strong, they employee may be suspended
without pay. Depending on the level of offence the suspension may take up
to two months or more without pay.
 Demotion- A staff can be demoted from his position because of
indiscipline. If a manager for instance keeps on coming to work la te, how
will he lead and control his subordinates? The best thing is to demote him
if he has been advised about it and he fells to change.
 Termination of appointment- When an employee commits an offence
that the company cannot condone, his appointment may be terminated.
 Dismissal- This is the strongest action that can be carried out on an
offender. When an employee gets involved in fraud, stealing, illegal
business etc the firm may have no other option left than to dismiss him out
rightly.

4. Discuss about the statutory welfare facilities.

Ans.
Statutory welfare facilities
Organizations provide welfare facilities to their employees to keep their
motivation levels high. The employee welfare schemes can be classified into two
categories viz. statutory and non-statutory welfare schemes. The statutory schemes
are those schemes that are compulsory to provide by an organization as compliance
to the laws governing employee health and safety. These include provisions provided
in industrial acts like Factories Act 1948, Dock Workers Act (safety, health and
welfare) 1986, Mines Act 1962. The non statutory schemes differ from organization
to organization and from industry to industry.

Statutory welfare schemes

The statutory welfare schemes include the following provisions:

 Drinking Water: At all the working places safe hygienic drinking water
should be provided.
 Facilities for sitting: In every organization, especially factories, suitable
seating arrangements are to be provided.
  First aid appliances: First aid appliances are to be provided and should be
readily assessable so that in case of any minor accident initial medication can
be provided to the needed employee.
 Latrines and Urinals: A sufficient number of latrines and urinals are to be
provided in the office and factory premises and are also to be maintained in a
neat and clean condition.
 Canteen facilities: Cafeteria or canteens are to be provided by the employer
so as to provide hygienic and nutritious food to the employees.
 Spittoons: In every work place, such as ware houses, store places, in the dock
area and office premises spittoons are to be provided in convenient places and
same are to be maintained in a hygienic condition.
 Lighting:
Proper and sufficient lights are to be provided for employees so that they can
work safely during the night shifts.
 Washing places: Adequate washing places such as bathrooms, wash basins
with tap and tap on the stand pipe are provided in the port area in the vicinity
of the work places.
 Changing rooms: Adequate changing rooms are to be provided for workers
to change their cloth in the factory area and office premises. Adequate lockers
are also provided to the workers to keep their clothes and belongings.
 Rest rooms: Adequate numbers of restrooms are provided to the workers
with provisions of water supply, wash basins, toilets, bathrooms, etc.

These are some basic statutory welfare facilities employees’ gets in the
organization.

The End