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Instruction for group work

1. Students have been divided into 10 groups both CRs - give me the mobile and emails of two contact persons from each groups highlighted in Red. 2. Every groups got the particular assignment number which is separately attached with this mail.

3. Study and prepare the topics and issues properly for your report and presentation.
4. do research and collect more information from many sources books, journal, internet, personal interviews etc. 5. each group make a report : analyze the issues, and answer the questions as have been asked in every assignments. 6. each group will give presentation (will begin on 5th January first two groups in a class, in the next class next two groups in chronological sequence) 7. each group are require to prepare a group report and group presentation and submit the same through email by 4th January 5pm). 8. Evaluation will be based on quality and originality of work-report, good analytical ability and visionary approach, understanding and depth on the topics, innovation in presentation style and good articulation.

All the best

GROUP 1 (Assignment 4) ABHISHEK MITTAL ANUBHAV SHARMA PRIYANKA YADAV AKANSHA GARG ABHAY PANDAY NIKITA SHUKLA AISHWARYA DUBEY VINEY PREET

GROUP 2 (Assignment 8) RANJEET YADAV NEHA ARORA NUPUR JAIN VARUN MAHESHWARI LAKSHYA PAUL SHUBHAM SHARMA ASUTOSH KUMAR NARENDRA

GROUP 3
(Assignment 9)

RAHUL KESHRI CHANDRA SHEKHAR AVINASH NIKHIL YADAV PRIYANKA PACHAURI SHIVENDRA AWASTHI NIHARIKA GUPTA AVISHEK THAKUR

GROUP 4 (Assignment 7) SMIT VASUDEV DILIP KUMAR RAHUL SHARMA AYUSHI HALDAR RAHUL NAGOTRA SAKSHI ARORA ROMIL KALRA SHANKER PRADHAN

GROUP 5 (Assignment 3) ADITI MONGIA TARUN AGARWAAL RITIKA RANI NAVEEN KUMAR RISHI PANWAR JASDEEP SINGH CHANDAN KUMAR ABHISHEK CHAUDHARY

GROUP 6 (Assignment 1) ANKIT MEHTA RICHA GUPTA ABHISHEK (362) T BHANU ASHISH KUMAR NEHA SHARMA SAIKAT SARKAR SASHI KUMAR Shubham Sharma 373

GROUP 7 (Assignment 10) RAVI DUBEY ABHAY NARAYAN SINGH SHEHNAWAZ MIRZA RAJ KUMAR JAISWAL SUSHIL GIRI SHRAVAN SINGH AISHWARYA PRATAP SAKSHI PURI

GROUP 8 (Assignment 5) JITENDER GOURAV DANG RAJ KUMAR KRISHNENDU SAKSHI CHAUHAN AJAY MADAAN RASHMI KUMARI KUMAR GAURAV

GROUP 9 (Assignment 6) SHANKAR NARAYAN AHMED VARUN CHAUHAN HONEY GAUTAM SAHIL MANCHANDA RAKESH RANJAN MANOJ BAG AAYUSHI GARG

GROUP 10 (Assignment 2) SIDHARTHA RAI KUSHAGRA TIWARI SHASHANK GUPTA ABHISHEK PANDEY KISHNA RAI AMIT KUMAR SAHU DEBARUN HAZRA POONAM PANDEY GROUP ASSIGNMENTS

Assignment 1: Balancing competitive challenges and employee Concerns (Challenge of HRM) Today, human resource management is not just the responsibility of the personnel department. If people are a competitive resource, then line mangers play an increasingly important role in managing the workforce. But this is not an either/ or situation. Rather than seeing line mangers take over responsibility from HR mangers, we see both groups working together to handle workforce issues. But how do they work together? 1. Identify what role the HR department would play and what role line managers would play in the following activities. Where would overlaps occur, and would there be any likely problem. a. Recruiting and selection b. Training and development c. Compensation d. Performance evaluation e. Labour relations

2. How would potential problems be resolved? Assignment 2: Establishing Ground Rules for Team Success (Job Analysis, Employee Involvement, and Flexible Work Schedule) Professorial trainers understand that setting ground rules for teams is a cornerstone for continued team success. Ground rule or team norms are agreed-on formal rules that guide group members behaviour. Norms established prior to the teams task regulate the behaviour of group members. Ground rule simply state how members want to be treated and how members agree to treat others. When team members follow the established norms, then norm help maintain order, promote positive behaviour, and can be used to correct undesirable actions. Remember, because teams operate in different settings, different norms may be appropriate in different arrangements. 1. Working within your team, select what you believe are the ten most important norms for team behaviour. 2. Make the two behaviour lists of ten items each of the behaviours of your group believe most critical for team success. The first list of ten items (your A list ) is considered the most important for group conduct. The second list (the B list) is desired items but those not of major importance. 3. Based on these two lists, all team members select a final list of ten items from both lists. These become your teams final norms. Select no more than ten items. 4. After your group presentation, prepare a written document of chosen beaviours and have all team members sign the form. I believe, you have now established a written contract for positive team conduct. Assignment 3: Designing Selection Criteria and Methods (Employee Selection) Making hiring decision is one of the most important and difficult decisions a manager makes. Without good information, managers have almost no chance of making the right choice. The process begins with a sound understanding of the job: the tasks, duties, and responsibilities required and the knowledge, skills, and abilities needed to do it. Job analysis is very helpful in making certain that all the information is needed to ensure a person-job fit, but it may not be enough. Other information about company values, philosophy, and the like may be required to ensure person-organisation fit. 1. Choose a job with which you are familiar and identify the most important knowledge, skills, abilities, and other characteristics needed for someone to perform well. 2. Next, identify which methods you would use to tap these qualities. Would you use applications, interviews, psychological tests, work samples, or what? Explain why you would use these methods and justify the cost and time required. 3. After you have identified your selection criteria and methods, do a reality check in a real organization. Interview a manager who employs someone in that job. For example, if the job you selected is salesperson, go to a local business to learn how they select individual for sales jobs. Compare what you thought would be a good selection approach with what you learned in the company you visited.

4. Identify the reasons for any discrepancies between your approach and theirs. Are the reasons justified and sound? Assignment 4: Training and Learning Principles (Training and Development) It is suprising how many training programmes do not explicitly incorporate principles of learning into their design (such as goal setting, modeling, individual differences, and feedback). It is not that difficult to build learning principles into the training process, even for very simple instructional programmes. To prove this point, do the following assignment for building a paper airplane, boat and ink-pot. 1. Identify someone on the team who knows how to make these paper objects. That person will be trainer. 2. Identify someone who will be the observer/recorder. That person will not participate in the training, but will write down how many (and how effectively) principles of learning are used in the instruction: a. Goal setting b. Modeling c. Meaningfulness d. Individual differences e. Whole-versus-part learning f. Distributed learning g. Active practice h. Feedback 3. Trainer will get 10-15 minutes to train the group in making a paper airplane. The observer will keep notes of effective and ineffective training techniques (demonstrated learning principles). 4. Have someone from few teams not the trainer volunteer to come before the class for a friendly competition. The instructor will give each member in competition two minutes to make a paper airplane. And then just for fun, they can compete by seeing which one flies the farthest. 5. To finish the exercise, the observer/recorders will lead a discussion of the learning principles that were demonstrated. Discuss also, if they were done in this setting, why they might not be done in other training settings. Assignment 5: Performance Diagnosis (Appraising and Improving Performance) Making performance is an important - yet delicate process for managers to undertake. They need to make tough calls at times regarding who is performing well or not. Also, they need to play the role of coach to help each employee improve his or her performance. One of the toughest aspects of performance management is assessing why someone is not performing well. Although it may be easy to spot who is not performing well, it is not always easy to diagnose the underlying causes of poor performance (such as motivation, ability, and external constraints). But without a correct diagnosis, it is nearly impossible to cure the problem.

Following are descriptions of three different employees. Describe the potential causes of poor performance in each case. For each potential cause, identify appropriate solutions to enhance performance. 1. Siban Paswan is the assistant greenskeeper at Mahendra Country Club. Over the past few months, members have been complaining that rats are destroying the course and digging holes in the greens. Although Siban has been working evening and weekends to address the situation, the problem persists. Unfortunately, his boss is interested only in results, and because the rats are still there, he contends that Siban is not doing his job. He has accused Siban of slacking off and threatened his job. 2. Chandu Gaekwad works in research and development for a chemical company that makes nonstick aerosol cooking spray, the project is way behind schedule and seems to be going nowhere. CEO Krishnandan Varma is decidedly upset and has threatened that if things do not improve, he will suspend bonuses again this year as he did last year. Chandu feels dejected, because without the bonus he wont be able to take his family on vacation. 3. Shardha Sharma is the host of a local television talk show called Morning Mumbai. Although she is a talented performer and comedienne, Shardha has an unacceptable record of tardiness. The shows producer, Gulson Sachdeva, is frustrated, because the problem has affected the quality of the show. On several occasions, Sardha was unprepared when the show went on the air. Gulson has concluded that Sardha is not a morning person and has thought about replacing her with a different host. Assignment 6: Awarding Salary Increases (Pay-for-Performance: Incentive Rewards) Because pay-for performance is an important factor governing salary increases, managers must be able to defend the compensation recommendations they make for the employees. Merit raises granted under a pay-for-performance policy must be based on objective appraisals if they are to achieve their intended purposes of rewarding outstanding employee performance. As managers know, however, other factors that can affect salary recommendations must be dealt with. These may include the opinions of the employees peers or extenuating circumstances such as illness or family responsibilities. The purpose of this exercise is to provide you with the experience of granting salary increases to employees based on their work performance and other information. Following are the work records of five employees. As their supervisor, you have just completed their annual appraisal reviews and it is now time to make recommendations for their future salary. Your department budget has Rs. 352000 allocate for salary increases. Distribute the Rs. 352000 among your employees based on the descriptions for each subordinate. Explain the criteria and justify the distributed amount individually. a. Jaspreet Kaur currently earn Rs. 185000. Her performance appraisal rating was very high. She is respected by her peers and is felt to be an asset to the work group. She is divorced and three young children to support. b. Rustom Wakil earns a salary of Rs. 160000. His annual performance appraisal is average. Several members of the work group have spoken to you about the difficulty

involved in Rustoms job. They feel that it is a tough and demanding job and that he is doing his best. c. James Parkins earn Rs. 136250. His performance appraisal was below average and he seems to have difficulty adjusting to his co-workers. James has had a difficult time this past year. His wife passed away early in the year and his father has recently been diagnosed as terminally ill. d. Rajesh Jauhar earns Rs. 125000. His performance appraisal was above average. He is respected by his peers and is generally considered to be a good guy. e. Parul Mishra earns Rs. 129250. Her performance appraisal was very high. Her peers are upset because they feel that she is working only to provide a second income. Moreover, her peers see her as trying to show them up. Assignment 7: Understanding Employer Benefit Programmes (Employee Benefits) What is the best-kept secret in Indian today? The answer, according to a report of the FICCI labeled The Hidden Payroll, is employee benefits. Compensation surveys indicate that a majority of employees are unable to accurately name the benefits they receive and employees vastly underestimate the cost of benefits paid by their employers. Through this exercise, I expect, you will fully understand the various types of employees benefits. Additionally your will explore and compare, in detail, the benefits and services offered by two employers in NCR. Obtain information on the benefits package offered by two employers in NCR. Once the information is gathered, be able to identify (1) each benefit offered, (2) what the benefit provides the employee, (3) employee eligibility (if required), and (4) how the benefit is paid for. Compare benefit package. Assignment 8: Reducing Employee Stress (Safety and Health) Job stress and its negative effect on both employees and the organisation are a growing concern for managers and supervisors. Employee distress consist employers staggering amounts of money in lost productivity, absenteeism, turnover, increased workers compensation claims, and healthcare costs. The cost of distress on the personal lives of employees is un-measurable. Not surprisingly, stress management is an important aspect of any managers job. Stress management programmes typically focus on three things to reduce workplace stress: (1) They identify factors in jobs that create stress; (2) they discuss specific techniques and managerial practices that help elevate workplace stress; and (3) they help individuals identify personal characteristics that serves to increase or decrease stress for them. 1. Identify personal experiences that caused workplace stress. Explain exactly why these incidents were stressful. Suggest ways to reduce or eliminate these stressful conditions. 2. Stress management often begins by having individual identify their skills and abilities and jobs that will help them succeed. Assessing our preferences and skills can help us

understand why some tasks or roles are more stressful than others. Identify work related stress by answering these questions: What skills that I enjoy using am I currently using in my job? What skills that I enjoy using am I currently not using? What specific things about my job do I really like? What are things about my job that I dislike? Based on my personal skills and abilities, what would my perfect job be? Assignment 9: An American (Expatriate) in Paris (IHRM) There is a great deal of work involved in setting up expatriate assignments. The administrative requirements can be far ranging and extend beyond the employee to also include family issues. Suppose you were faced with the following scenario. What would be the most pressing considerations that you would need to address? The Scenario You are the head of HR FOR Sarip International, a consulting firm specializing in hotel and restaurant management. Your firm is opening an office in Paris, France, and Jim Verioti, director of sales and marketing, has been asked to assume responsibilities for the expansion. Jim understands that the expatriate assignment will last two to three years, and although he has traveled to Europe for work on several occasions, this is first long term assignment overseas. He has a lot of questions about what he can expect and also some personal constraints. Jim and his wife Betty have just moved into their new home (their mortgage is around $1500 per month). In addition, Betty is an elementary school teacher and does not really know how the move will affect her job security. Their three children, Veronica (14), Reggie (12), and Archie (10), are of an age at which school considerations are very important. A friend told them about the American School in Paris, and this is a consideration. None of the Veriotis speak French. Put together the package that would allow Jim to move his family to Paris while still maintaining his present lifestyle (his current annual salary is $140,000 plus incentives). Address at least the following issues: 1. Visas and permits 2. Relocation allowance and housing 3. Language and culture training 4. Spousal employment concerns 5. Health/medical/insurance issues 6. Compensation and incentives 7. Education for children

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