Professional Documents
Culture Documents
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)
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.
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.