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Qus 1: Explain the impact of Globalization on HR.

Ans: Human resource management had to take a new approach in this new environment of
globalization .Now people are not be seen as a cost to the organization but as a valuable assert
who are well trained and developed to get the best out of them.
By the time when companies widen their vision and expanded their works from being only
manufacturing companies to services provider companies and for completing these needs they
not only have starting creating such a workforce where everyone from India or any other country
would work comfortably but also have become multinational companies by themselves by
opening their branches into different countries.
Globalization has impacted Human Resource roles and responsibilities in following areas
completely.
1. Recruitment and selection: HR department have to give equal opportunities without any
discriminations on the basis of race, age, disability, religion, sex or national origin.
2. Organizational culture: Because of Globalization companies hired employees from
different countries and due to several differences in culture, education etc. Human
resource had to manage this diversity by providing a heterogeneous workforce so that
everyone can work and give their best performances in work and to create an
environment, where workers are able to communicate and coordinate their activities to
reach common goals.
3. Training and development: There is also a need to continuously train and develop the
workforce to achieve competitive advantage. Training ensures that the employees
develop the right skills, attitudes and knowledge that will enable them to perform their
jobs effectively and efficiently.
4. Reward management and Motivation: To attract new young employees and to
motivate existing employees human resource have to implement new policies with
support good incentives, rewards, leadership, reward and appreciations.
5. Maintain Information System: Companies need to identify all internal and external data
sources and then consolidate the data into a human resource data warehouse. HR
departments of global companies assemble data on factors, such as employees, attrition
and hiring, compensation and benefits, ethnic, gender, cultural, and nationality
distributions, and load into data warehouses.
6. Relationship agent between employees and Top Management: HR personals are
responsible to maintain healthy relationship between top management and employees and
help them in resolving disputes if any.
So, that is how This Globalization became the biggest challenge for human resource departments
to manage a workforce diverse in culture and language skills, and distributed in various
countries.

Qus 2:
i)

Definition of Management Development.

Ans: Management development is a planned, systematic and continuous process of learning


and growth of the employees designed to bring behavioral change in individuals by
cultivating their mental abilities and inherent qualities for more effective performance. This
development is future oriented to prepare managers for giving their valuable contribution in
the growth of an organization and to train managers to understand and different situations
that can occur in development process and give them an idea to them for giving correct
solutions to such situations.
Off the job development methods
(i) Simulation exercises: The popularly used simulation exercises are:
a) Case study: Case studies are prepared based on actual experience of the organization.
Trainees study, analyze and discuss the case, identify the hidden problem and try to get an
appropriate solution.
b) Business games: In this method, the trainees are divided into different groups and teams.
They play the roles of competing firms in a simulated market.
c) Role play: In this method, participants enact roles to solve problems that are common in real
life. They react to the situation and to one another, in the same way as they would do in their
managerial jobs.
d) Incidental method: This method aims to develop the intellectual ability, practical judgment
and social awareness of the employees. Each employee is given a written incident which he
analyses, identifies the problems and the probable causes and suggests a solution.
e) In basket method: This is a method of development that simulates the aspects of a managers
job. The trainee receives documents similar to the items normally found in managers in basket,
such as memos, letters, reports etc.
(ii) Sensitivity training: Sensitivity training or Laboratory training is a method which helps to
change the behavior through unstructured group interaction.
Training groups (T-groups) that seek to change behavior through unstructured group
interaction.
Provides increased awareness of others and self.
Increases empathy with others, listening skills, openness, and tolerance for others.
(iii) Transactional analysis: This is a theory of personality development which provides an
approach for defining and analyzing the interaction between people. The basic theory behind
transactional analysis is that an individuals personality comprises three ego states, namely, the
parent, the child and the adult ego states.
(iv) Conferences: A meeting of people to discuss a topic of common interest is referred to as a
conference.
(v) Lectures: A lecture is the simplest technique of presenting and explaining a series of facts,
principles and concepts.

Qus 3:
i) Explain the concept of HRIS.
Ans:
HRIS is basically a database system developed to assist HR personal in decision making,
recording and tracking data of all the employees. Its helpful in keeping all previous and current
data available to analyze the performance and to improve processes even more in good manner.
Instead of wasting time and money in storing data manually HRMS saves time and money both.
Human Resources Information Systems (HRIS) is an integration of HRM and Information
Systems (IS). HRIS or Human resource Information system helps HR managers perform HR
functions in a more effective and systematic way using technology. It is the system used to
acquire, store, manipulate, analyze, and retrieve data.
HRIS has showed many benefits to the HR operations. A few of them are as following:
o Faster information process,
o Greater information accuracy,
o Improved planning and program development, and enhanced employee
communications.
ii) Different applications of HRIS in HRM.
Ans: HRMS is an integration of HRM and IT. Basic components of HRMS are input from
various sources in an organization then processing of that data and on the basis of processing
getting output. There are many HR responsibilities in order to form an organization and in order
to keep all data secure and confidential HRIS came into existence. There are many applications
available few of them are given below:
1. Training and development system: The purpose of training and development system is
to help the employees in gaining new knowledge. HRIS facilitates e-learning by the
employees as part of their training programme.
2. Performance management system: These systems helps HR people to track
performance reviews of employees for appraisal and also gives due date for next review.
3. Man power system: The m the manpower planning system manages employee inventory
and other HR activities.
4. Recruitment Information system: It includes the database of many candidates data.
Whenever there is any manpower requirement occurs in an organization HR person pick
resumes from there recruitment database which makes it more easy and less time
consuming.

5. Payroll System: It consists of information concerning wages, salaries, incentives,


allowance, deductions for provident fund etc.
6. Grievance management system: The grievance management assists the management in
pre-empting employee grievance by analyzing the nature, sources and frequency of
earlier grievances.
7. Applicant tracking system Many organizations are now gradually adopting and
installing applicant tracking system software. The purpose of this system is to give
support to recruitment process and to streamline the overall recruitment process.
Qus 4: Explain the basic guidelines disciplinary policy.
Ans: Discuss the basic guidelines of a Disciplinary policy
Explain the basic guidelines of a Disciplinary policy
Answer: According to Dr. Spiegel, Discipline is the force that prompts an individual or a group
to observe the rules, regulations and procedures which are deemed to be necessary to the
attainment of an objective; it is force or fear of force which restrains an individual or a group
from doing things which are deemed to be destructive of group objectives. It is also the exercise
of restraint or the enforcement of penalties for the violation of group regulations.
Basic Guidelines of a Disciplinary Policy
1. Location of responsibility: The responsibility of creating awareness regarding discipline
is entrusted with every individual in the organization. In case of employee indiscipline,
the line manager issues only verbal and written warnings. In serious cases, which warrant
discharge or suspension, the Industrial Relations Officer and other independent legal
consultants need to be consulted.
2. Proper formulation and communication of rules: The employees are expected to
conform to rules and regulations, and behave in a responsible manner. It is essential that
these rules and regulations are carefully formulated, communicated clearly and properly
documented by organizations. This should be easily accessible for employees. In many
organizations the employees need to read it and sign it once in a year. This acts as an
effective preventive mechanism to ensure that employees are aware of it and have
committed to abide by it.
3. Rules and regulations should be reasonable: Todays organizations pay a lot of
attention, and rightly so, towards formulating equitable polices that protect employee as
well as the organizations values and rights. Often organizations involve employee
representatives in formulating these policies and guidelines. Sometimes companies
conduct workshops and training programmes to help their employees to get a good and
clear knowledge about company policies.
4. Equal treatment: An employee should realize the consequence of his/her inappropriate
behavior and if he/she is going against the norms or the rules. The rule applied for a
particular act of indiscipline should reflect the offence and not the person who committed
it. Discipline should be enforced and ensured across every employee and every situation.
5. Disciplinary action should be taken in private: While the policies governing the
acceptable code of conduct are communicated publicly, the reprimand for non-

compliance needs to be carried out in private. This is to ensure that a wrong behavior is
corrected and not that the wrongdoer be punished, or ridiculed. At all times the
organization needs to be watchful of remaining respectful of its employees and carry out
any action in a respectful and in a confidential manner.
6. Importance of promptness in taking disciplinary action: As goes the popular saying
justice delayed is justice denied. If the action for review and reprimand is taken long after
a violation of a policy/rule has happened, it loses its positive and corrective influence.
The employees lose trust in the system and assume that the organization lacks
commitment to it. It might even lead to resentment, which may not have developed if the
corrective action had been imposed on time.
7. Innocence is presumed: Again as per the fundamental rights of a human being, an
individual is presumed to be innocent until he is proven to be guilty. It is the
organizations responsibility and therefore the HR teams responsibility to prove beyond a
reasonable doubt, that a violation or an offence has been committed before any
punishment is awarded. The employee or employees need to be given the first
opportunity to explain himself/herself/themselves. The kind of proof that would be
needed for this purpose would depend on the gravity of the offence that has been
committed.
8. Get the facts: Before taking any disciplinary action, it is important to ensure that records
of the offence and any previous warnings are reviewed closely.
5 Suppose you have joined as an HR and you have been assigned a task to carry out the
grievance handling procedure in your organization. What according to you are the causes
of Grievance? Describe in detail the Grievance handling procedure
Causes of Grievance
Explain the Grievance handling procedure
Answer: Causes of Grievance
Grievances related to inadequate wages, incentives, increments and unfair compensation
offered to other employees.
Complaints against a particular employee or supervisor or subordinate.
Complaints concerning disciplinary measures and procedures.
Grievances related to unfair promotions, transfers or change of locations.
Unsatisfactory rules and policies of the organization.
Inadequacy of health, safety and welfare services.
Unsatisfactory conditions of work and inadequate materials and equipment.
Grievances related to work timing, shifts and schedules.
Grievances related to improper job assignments.
Grievances related to employee recognition.
The Grievance Handling Procedure
The following guidelines may help a supervisor while dealing with grievance:
Treat each case as important and get the grievance in writing.

Talk to the employee directly. Encourage him/her to speak the truth. Give him/her a
patient hearing.
Discuss in a private place. Ensure confidentially if necessary
Handle each case within a time-frame
Examine company provisions in each case, Identify violations, if any, Do not hold back
the remedy if the company is wrong. Inform your supervisor about all grievances.
Get all relevant facts about the grievance, examine the personal records of the aggrieved
worker. See whether any witnesses are available. Visit the work area. The idea is to find
where things have gone wrong and who is at fault.
Gather information from the union representative, what he has to say, what he wants etc.
Give short replies, uncovering the truth as well as provisions. Treat him properly.
Control your emotions, your remark and behavior
Maintain proper records and follow up the action taken in each case
The essential requirements of a good grievance procedure are:
Legality sustainable: It should be ensured by the organization that its grievance
procedure is in conformity with the existing laws of nation. The procedure cannot violate
any of the rights of the employees guaranteed by the law.
Mutually acceptable: In order to be effective, the grievance procedure must enjoy the
confidence of all the relevant parties, i.e., the management and the unions. It should not
be like a battleground. Procedure must ensure equity, justice and openness.
Easily understandable: The grievance procedure must be reasonably simple and easily
understandable. Known to all the employees of the organization. If someone has some
grievance, then he/she should know who is to be contacted.
Highly flexible: The grievance procedure should be flexible enough to respond to the
reported grievance quickly. The number of stages in the grievance procedure should be
kept to the minimum.
Sufficiently knowledgeable: The managers, supervisors, union leaders and others
dealing with employee grievance must be well-trained in the grievance handling
procedure.
6 Write short notes on the following:
a) Employee Engagement
b) Talent Management
Concept of Employee Engagement
Concept of Talent Management
Answer: a) Employee engagement is the level of commitment and involvement an employee has
towards their organization and its values. An engaged employee is aware of business
circumstances and works with his/her organization to improve the performance within the job for
the benefit of the organization and to make an effective organization. The main idea of employee
engagement is to offer a positive environment to employees so that they are free to add and
desire to contribute more of their energy, efforts and thought processes in more ways than one,
and significantly and favorably impact the goals of the organization. Its about having employees

feel fully connected to their company and keen about their job. It is empowering employees to
imagine and to start change from their viewpoint. Employee engagement activates increased job
satisfaction and employee retention.
The advantages of employee engagement are:
i) It enhances the employees morale and motivates them to contribute towards organizational
development positively.
ii) It has a positive impact on productivity that results in higher wages for workers, higher profits
for the organization and lower price of goods for the customers.
iii) It reduces internal conflicts and ensures industrial peace and harmony.
iv) It increases employee loyalty and commitment towards the organization.
b) The term talent management is usually associated with competency-based HRM practices.
Talent management decisions are often driven by a set of organizational core competencies as
well as position-specific competencies. The competency set may include knowledge, skills,
experience and personal traits. Talent management is the recruitment, development, promotion
and retention of people, planned and executed in line with the organizations current and future
business goals. Because it is aimed at building leadership strength in depth, it creates flexibility
to meet rapidly changing market conditions. A structured talent management process will
systematically close the gap between the human capital an organization currently has and the
leadership talent it will eventually need to respond to future business challenges.
Talent management, with a focus on soft skills, leadership development and succession planning,
is the defining trend in HR. Matching the right person to the right job is an acknowledged need
in organizations. But one of the toughest challenges in selection that is often overlooked is
matching the right candidate to his/her immediate boss. What makes that goal particularly tough
is when the boss does not have a clue what kind of candidate would work well with him/her..
Employers also need to identify critical competencies that people will need to develop for their
success.

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