Institute of Management Sciences, Lahore HRD - MBA Program

Assignment No -2 Date of issue 31.07.2013 Date of Submission 07.08.2013 Notes:1. This is an individual assignment and shall be presented by nominated students 2. Information regarding Company shall be obtained from net and included in presentation. 3. Follow principles of business report writing. 4. Time for presentation shall be 10 15 minutes and number of slides shall be 10 15. 5. Submit soft copy through mail and hard copy properly organized to Facilitator. 6. Mention your ID, name, subject, Semester, program on first slide. 7. Assignment carries marks towards class participation. 8. All students are advised to be PROFESSIONAL. Ms. LuBna is serving as HR Executive for Recruitment & Selection in your Company since last one year. During the annual performance evaluation, following weaknesses in her performance were observed:A. B. C. D. Poor maintenance of records of recruitment of employees Very shy while communication with potential employees Lot of errors in data maintenance on ERP Software Forgets interview schedules and its communication to concerned HOD E. Most of time members for panel interview are occupied and not available for interview. Analyze Training Needed for Ms. LuBna including following:A. Develop JD including above duties (Assume). B. Develop TNA Format C. Highlight weaknesses and method adopted D. Training required E. Training method F. Training delivery and its evaluation G. Any other information required

Facilitator - Sajid Asghar Rana

Now according to the weaknesses found in Miss Lubnas annual performance evaluation like:
Poor maintenance of records of recruitment of employees Very shy while communication with potential employees Lot of errors in data maintenance on ERP Software Forgets interview schedules and its communication to concerned HOD Most of time members for panel interview are occupied and not available for interview.

Evaluation: All the above mentioned weaknesses are not much acceptable when talking about any organization. Because poor record maintenance reflects her incompetence or dull behavior toward the job. Then if shes shy, this means shes not able to communicate the company matters with the employees as well as the management. And this might cause trouble afterwards. Due to lack of communication. Then errors in data management in ERP software shows her lack of computer and technological exposure. She needs to be trained properly. And she must also communicate the problems shes facing while operating the software. Then she forgets her interviews schedules and its communication, this also leaves her level of punctuality and attentiveness as a question mark. Then members of panel non availability reflect that she is not communicating the meeting schedules and important events on time. Overall she has proved to be incompetent for this particular job. And this can be due to many reasons. (Defending herself) Possible Reasons: Now the reasons may be that she has no much exposure with the strangers, or may be due to being a female shes a bit uncomfortable while interacting with the male employees/ candidates. Or there is another possibility that shes not getting enough support/ coordination from male staff. The other reason may be that shes not that much trained on the HRM software.

Training Needed for Ms. Lubna including following:Develop JD including above duties (Assume).?? Description: Human Resource Manager Human Resource Manager Job Purpose: Maintains and enhances the organization's

human resources by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices. Human Resource Manager Job Duties:

Maintains the work structure by updating job requirements and job descriptions for all positions. Maintains organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes. Prepares employees for assignments by establishing and conducting orientation and training programs. Maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions. Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; counseling employees and supervisors. Maintains employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends; recommending benefit programs to management; directing the processing of benefit claims; obtaining and evaluating benefit contract bids; awarding benefit contracts; designing and conducting educational programs on benefit programs. Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements; conducting investigations; maintaining records; representing the organization at hearings. Maintains management guidelines by preparing, updating, and recommending human resource policies and procedures. Maintains historical human resource records by designing a filing and retrieval system; keeping past and current records. Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies. Completes human resource operational requirements by scheduling and assigning employees; following up on work results. Maintains human resource staff by recruiting, selecting, orienting, and training employees. Maintains human resource staff job results by counseling and disciplining employees; planning, monitoring, and appraising job results. Contributes to team effort by accomplishing related results as needed.

Skills/Qualifications: Hiring, Human Resources Management, Benefits Administration, Performance Management, Communication Processes, Compensation and Wage

Structure, Supports Diversity, Classifying Employees, Employment Law, Laws Against Sexual Harassment, Organization Develop TNA Format?? Highlight weaknesses and method adopted: All the above mentioned weaknesses are not much acceptable when talking about any organization. Because poor record maintenance reflects her incompetence or dull behavior toward the job. Then if shes shy, this means shes not able to communicate the company matters with the employees as well as the management. And this might cause trouble afterwards. Due to lack of communication. Then errors in data management in ERP software shows her lack of computer and technological exposure. She needs to be trained properly. And she must also communicate the problems shes facing while operating the software. Then she forgets her interviews schedules and its communication, this also leaves her level of punctuality and attentiveness as a question mark. Then members of panel non availability reflect that she is not communicating the meeting schedules and important events on time. Training required She first of all requires to properly communicating with the management as well the employees. For that she should be given exposures to different team meetings and discussion. She should be involved in workshops to enhance her experience about HR duties HRMS training should be organized for her as well as other employees, to enhance their exposure to new technology and software used. Training method The methods: Regular meetings, and monitoring Seminars Software workshops Different HR related courses (Highly keen HR training institute, Lahore) Training delivery and its evaluation Constant monitoring and communication with Lubna to ensure shes learning. Constant follow-ups and performance evaluation