Directorate of Distance Learning Education

G.C University Faisalabad

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Name of student :Waqar Ghulam Rasul Name of Tutor: Sir M.Ilyas

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Faisalabad (New Campus)
Semester: M.Com 4th
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Year: 2015-2017

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 IST ASSIGNMENT
OF

HUMAN RESOURCE MANAGEMENT (H.R.M)

Submitted by
Waqar Ghulam Rasul
M.COM (Finance)
Roll No.119504

Submitted to Sir M.Ilyas

:::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::
COLLEGE OF COMMERCE
GC UNIVERSITY FAISALABAD
2015-2017

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3
Q-1 What is the Human Resource Management? Discuss its importance in modern day
organizations?

Answer No.1
What is HRM?
HRM is the study of activates regarding people working in an organization. It is a

managerial function that tries to match an organizations needs to the skills and abilities of its

employees. Lets see what is meant by the three key terms human resource management

Human (Homo-sapiens Social Animal)

Resources (Human, Physical, Financial, Technical, Informational etc)

Management (Function of Planning, Organizing, Leading & Controlling of organizational

resources to accomplish goals efficiently and effectively).
In Simple words we can define HRM as,
HRM is the systematic, organized and integrated system of managing workforce effectively
and efficiently toward achieving organizations human resources goals.

Importance of HRM

HRM is responsible for the people dimension of the organization. It is responsible for
getting competent people, training them, getting them to perform high quality work activities and
providing mechanisms to ensure that these employees maintain their productive affiliation with
the organizations. A primary goal of human resources is to enable employees to work to a
maximum level of efficiency. Human resources involves the continuous development of
functions and policies for the purposes of improving a companys workforce.
Importance of HRM in modern Organization
An organization cannot create a good team of working professional without good human
resource. The main function of human resource management are as follow.
1. Recruitment and Training

This is one of the key responsibilities of the human resource team. The HR managers come
up with ideas and plans for hiring the exact kind of people. They plan the values which is best

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suitable for a specific job description. Their other tasks interrelated to recruitment include
formulating the obligations of an employee and the choice of tasks assigned to him or her. Based
on these two factors, the contract of an employee with the company is arranged. When needed,
they also provide training to the employees according to the requirements of the organization.
Thus, the staff members get the opportunity to sharpen their existing skills or develop specialized
skills which in turn, will help them to take up some new roles.
2. Performance Appraisals

HRM encourages the people working in an organization to work according to their

prospective and gives them ideas that can help them to bring about development in it. The team
communicates with the staff independently from time to time and provides all the necessary
information regarding their performances and also defines their respective roles. This is helpful
as it enables them to form an outline of their expected goals in much clearer terms and thereby,
helps them execute the goals with best possible efforts. Performance appraisals, when taken on a
regular basis, motivate the employees.
3. Maintaining Work Atmosphere

This is a vital aspect of HRM because the performance of an individual in an organization is

mostly driven by the work atmosphere or work culture that prevails at the workplace. A good
working condition is one of the benefits that the employees can expect from an effective human
resource team. A safe, clean and healthy atmosphere can bring out the best in an employee. A
friendly atmosphere gives the staff members job satisfaction as well.
4. Managing Disputes

In an organization there are several problems on which disputes may rise between the
employees and the employers. You can say clashes are almost unavoidable. In such a scenario, it
is the human resource department which performances as a consultant and mediator to sort out
those issues in an effective manner. They first hear the complaints of the employees. Then they
come up with suitable solutions to sort them out. In other words, they take timely action and
avoid things from going out of hands.
5. Developing Public Relations

The duty of establishing good public relations lies with the HRM to a countless level. They
organize business meetings, seminars and various official gatherings on behalf of the company in

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direction to build up relationships with other business sectors. Sometimes, the HR department
plays an active role in making the business and marketing plans for the organization too.
Importance of Human Resources Department;

Following are the main points of importance with reference to HR Department.

HR department reduces the unfair labor practices.
HR department helps the maintenance of positive work atmosphere.
HR department forecast the present and future human resource need.
HR department helps the organizations to meet its goals by managing employees
HR department identifies the right number of people into the right job at the right time.
HR department produces the competitive workforce by training and developing employees.
HR department saves the companys operating cost on the bases of effective HR planning.
HR department retains low employee turnover rate by inspiring people to work for the
company.
It determines employees needs and keep employees happy, hardworking and motivated.
It contributes a vital role to the success of the organization in an ethical and socially
responsible way.

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Q-2 How leadership can be source of organizational sources? Differentiate between a good
leader and a good Manager?

Answer No.2
What is Leadership:-

Leadership and management are two synonymous terms but there is difference. The
biggest difference between leaders and managers is the way they motivate the people who work
or follow them. Leadership does not require ant managerial position to act as a leader. On the
other hand, a manager only if he got the traits of leader in him.

What is Management:-

The organization and coordination of the activities of a business in order to get

predefined goals.

Who is Leader?

At the most basic level, a leader is someone who leads other. But what makes someone a

leader? What is it about being a leader that some people understand and use to their advantage?

What can you do to be a leader? Here's what you need to know and do.

A leader is a person who has a vision, a drive and a commitment to achieve that vision,
and the skills to make it happen.

Who is a Manager?

A Person who participates in the management process by planning, organizing, leading,or

controlling the organization's resources. In other words, we can say A Manager is a one who
controls all activities of the organization.

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Difference between Manager and a Leader

Leaders and Managers can be compared on the following basis:

MANAGERS VS LEADERS

MANAGERS LEADERS

Managers follow the rules. Leaders make them.

Managers dread failure. Leaders learn from it.

Managers do things right. Leaders do the right things.

Managers focus on system. Leaders focus on people.

Managers ask how and when? Leaders ask what and why?

Managers have short range view. Leaders has long range perspective.

Managers direct the sub-ordinates. Leaders motivate the sub-ordinates.

Managers are afraid to make mistake. Leaders turn mistake into new business.

Managers do things that demand results. Leaders do things that expand

opportunities.
Managers do things that translate into Leaders does things that translate into
actions. vision.

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Q.3 Discuss the role of HR Department in an organization? Elaborate various functions
which are performed by the HR Department?

Answer No.3

Human Resource Functions:-

Every organization is comprised of people. Acquiring their services, developing their

skills, motivating them to high level of performance and ensuring that they continue to maintain
their commitment to the organizations are essential to achieving organization objectives.
Getting and keeping good people is critical to success of every organization.
HRM is made up of four activities:
1) Getting people.
2) Preparing them.
3) Stimulating them.
4) Keeping them.
HRM perform the following four Functions;
HR department performed following functions.
Staffing
Human resource development
Motivation
Maintenance
1. Staffing

Staffing is the process of hiring potential employees who process specific skill, qualification,
knowledge and abilities that are directly required in the organization for the specific job. This is
done by recruiting job applicants and then selecting the best applicants for the available jobs. An
organization must have skilled persons, in specific jobs at specific places and times, in order to
accomplish its goals. Obtaining such people includes job analysis, human resource planning,
recruitment, and selection.
Job analysis is the systematic process of defining the skills, duties, and knowledge required for
accomplishment specific jobs in an organization.

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 Human resource planning (HRP) is the process of methodically revising human
resource requirements to ensure that the required numbers of employees, with the required skills,
are available when needed.
Recruitment is the process of attracting such individuals in enough numbers and
encouraging them to apply for jobs with the organization.
Selection is the process through which the organization chooses, from a group of
applicants, those individuals best suited both for open positions and for the company.
2. Human Resource Development

HR Development function concerned with assisting employees to develop up-to-date skills,

knowledge and abilities for performing their jobs successfully.
It involves the following functions in organizations.
Orientation.
Socialization.
Employees Training.
Employees Development.
Career Development.
Organizational Development.
A major HRM function that involves not only of training and development but also
individual job planning and development activities and performance evaluation, an activity that
underlines T&D needs. Training is designed to provide learners with the knowledge and skills
needed for their present jobs. Development involves learning that goes beyond todays job; it has
a more long-term focus.
Human Resource Development (HRD) helps individuals, groups, and the entire
organization become more effective. It is essential because people, technology, jobs, and
organizations are always changing.
3. Motivation:
Motivation function concerned with helping employees to promote high energy levels
towards achieving organization goals. Motivation involves the following functions:
Job design
Performance appraisal.
Compensation.

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 Employees benefits.
Employees rewards.
Compensation and benefits

The term compensation contains all rewards that persons receive as a result of their
employment. The reward may be one or a mixture of the following:
Pay: The money that a person receives for performing a job.
Benefits: Additional financial rewards other than base pay include paid vacations, sick leave,
holidays, and medical insurance.
Non-financial rewards: Non-monetary rewards, such as enjoyment of the work performed or a
pleasant working environment.
4. Maintenances:

The objective of the function is to maintaining employees commitment and loyalty to the
organization. Maintenance involves the following functions:
Safety and Health.
Communication.
Employees relation.
Industrial relation.
Collective bargaining.
Health and safety

Safety involves protecting employees from injuries caused by work-related accidents. Health
refers to the employees freedom from illness and their general physical and mental well-being.
These aspects of the job are important because employees who work in a safe environment and
enjoy good health are more likely to be productive and yield long-term benefits to the
organization.

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Q.4 HRM is the key to success. According to your opinion what is the future of Human
Resource Management?

Answer No.4
Sources of Human Resource Management
These are the two main sources of the success of the HRM:
1) Internal Sources.
2) External Sources.
Internal Sources:-
Internal sources are included as following;
1. Rehiring.
2. Transfers.
3. Promotions.
4. Internal advertising
5. Employees exchange.
Rehiring;
Rehiring former employee is one of the important internal sources of recruitment. Former
employees are already familiar with the company, culture, style and way of doing.
Transfer;
Transfer means a change in the place of employment without any change in the position,
status, salary and responsibility of the employee. So, the vacancy can be filled by transferring a
suitable candidate from the same organization.
Promotion;
Promotion means to give a higher position, status, salary and reasonability to the employee.
So, the vacancy can be filled by promoting a suitable candidate from the same organization.
Internal Advertising;
A method of informing employees about job vacancies by posting a notice in central
location throughout the organization and specified period to apply for the job. Normally the job
notice specifies the job title, salary and necessary qualifications and experience.

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Employees Exchange;
There are certain employment exchanges which run by Government or Private sector. Most
of the Government undertakings and concerns employ people through such exchanges. Now-a-
days recruitment in the Government agencies has become compulsory through employment
exchange.
Employees Recommendations;
Organization sometime encourages exiting employees to propose the names of people they
believe would be successful for the organization. Here are certain people who have experience in
a particular area.
They enjoy goodwill and a stand in the company there are certain vacancies which are
filled by recommendation of such people. It is important to remember that successful people tend
to associate with other successful people. The biggest drawback of this source is that the
company has to rely the totally on such people which can later on prove to be inefficient.
External Sources:
External sources are included as following;
1) Advertisement.
2) Cyberspace advertisement.
3) College and University.
4) Employment Agencies.
5) Executives Recruiters.
6) Deputation personnel.
Advertisement.
Advertisement in print media electronic media is the most popular sources to identify the
prospective applicants. Most of the organization placed an ad in local or national newspaper and
receive number of job application for particular vacancy.
Cyberspace advertisement.
The technological revolution in telecommunications helped the organizations to use internet
as a source of recruitment. Cyberspace advertising is one of the most popular and cost effecting
methods by the organization. Organizations place job advertisement. For the vacant position with
necessary necessities in their website.

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 Interested candidate often search the well famous organization website and search out the
vacant job position. If they find any vacant position then they can submit their resume and
application directly in organizations website. If they match the organizations requirements, then
may invite for test or interview.
College and University.
College and Universities is also important sources to identify to potential applicants.
Organizations place their job advertisement in college or university and discover potential
candidates.
Employment Agencies.
Here are certain professional organizations which look towards recruitment and
employment of people. There are two forms of employment agencies:
Public agencies.
Private agencies.
Executives Recruiters.
Executive recruiters are also known as headhunters. They are special employment agencies
retained by employers to seek out top management talents for their clients. However, these jobs
include executive and technical position.
Deputation personnel.
The organization may also recruit candidate who are sent on deputation by the Government or
Financial institutions or by holding or subsidiary companies.

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Q-5. How workplace Diversity has created challenges for HR Department? How workplace
Diversity can managed effectively?

Answer No.5
Workplace diversity challenges for HR department
Taking full advantage of the benefits of workforce diversity in the organization is not
without its challenges. Following are the different challenges of workplace diversity.
1. Resistance to Change
Although employee diversity is a fact of life, the dominant groups in organizations are still
composed of white men.
2. Segmented Communication Networks
One study found that most communication within organizations occurs between members of
the same sex and race. Therefore diversified workforce organization may face the challenge of
segmented communication networks.
3. Resentment
Equal employment opportunity that can be defined as fairness of employment that is free
from all sort of discrimination in majority of organizations was a forced change rather than a
voluntary one.
4. Criticism
While women and minorities may view a firm's cultural diversity policy as a
commitment to improving their chances for advancement, white men may see it as a threat.
5. Retention
The job satisfaction levels of women and minorities are often lower than those of white
men.
6. Competition for Opportunities
As minority populations grow in the U.S., competition for jobs and opportunities is likely
to become much stronger.
7. Lower Cohesiveness

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 Diversity can create a lack of cohesiveness. Cohesiveness refers to how tightly knit the
group is and the degree to which group members distinguish, interpret and act on their
environment in similar or mutually agreed upon ways. Because of their lack of similarities
language, culture, and/ or experience, diverse workforce typically are less cohesive than
homogeneous groups. Often mistrust, miscommunication, stress and attitudinal differences
cohesiveness, which inurn can diminish productivity.
8. Communication problem
Perhaps the most common negative effect of diversity is communication problems. These
difficulties include misunderstanding, inaccuracies, and slowness. Speed is lost when not all
group members are fluent in the same language or when additional time is required to explain
things.
9. Stereotyping
We learn to see the world in a certain way based on our backgrounds and experiences.
Our interests, values and cultures act as filters and distort, block and select what we see and hear.
We see and hear what we expect to see and hear. Group members often inappropriately
stereotype their different colleagues rather than accurately perceiving and evaluating those
individuals contributions, capabilities aspirations and motivations. Such stereotypes inurn affect
how people employee stereotyped as unmotivated or emotional will be given less -stress
provoking jobs than their coworkers. Those job assignments will create frustrated employees,
perhaps resulting in low commitment, higher turnover, and underused skills.
How workplace diversity can be managed effectively?
Following are the different steps for manage the workplace diversity.
Managing Diversity means taking steps to maximize diversitys potential advantages
while minimizing the potential barriers, such as prejudices and bias that can undermine the
functioning of a diverse workforce.
Equal Employment Opportunity Versus Affirmative Action Equal employment
opportunity aims to ensure that anyone, regardless of race, color, sex, religion, national
origin, or age, has an equal chance for a job based on his/her qualifications. Affirmative
action goes beyond equal employment opportunity by requiring the employer to make an
extra effort to recruit, hire, promote, and compensate those in protected groups to eliminate
the present effects of past discrimination.
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 Affirmative Action: Two Basic Strategies The good faith effort strategy is aimed at
changing the practices that contributed to minority groups or females exclusion or
underutilization. The quota strategy mandates bottom-line results through hiring.

Q-6. Being as HR manager which kind of issues you can face at workplace? Elaborate the
issues and discuss the remedies?

Answer No.6
The Challenges in HRM
Today's organizations are facing these challenges:
a) Rapid change,
b) Work force diversity,
c) Globalization,
d) Legislation,
e) Technology
f) Evolving work and family roles,
g) Skill shortages and the rise of the service sector
a) Rapid Change
Many organizations face a volatile environment in which change is nearly constant. If
they are to survive and prosper, they need to change quickly and effectively.
Human resources are almost always at the heart of an effective response system. Here are a
few examples of how HR policies can help or hinder a firm grappling with external change:
b) Work Force Diversity.
All these trends present both asignificant challenge and a real opportunity for managers.
Firms that formulate and implement HR strategies that capitalize on employee diversity are
more likely to survive and prosper.
c) Globalization.
One of the most dramatic challenges facing as they enter the twenty-first century is how
to compete against foreign firms, both domestically and abroad. Many companies are already
being compelled to think globally, something that doesn't come easily to firms long accustomed
to doing business in a large and expanding domestic market with minimal foreign competition.

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Weak response to international competition may be resulting in upwards layoffs
in every year. Human resources can play a critical role in a business's ability to compete head-to-
head with foreign producers. The implications of a global economy on human resource
management are many. Here are a few examples:
Worldwide company culture
Some firms try to develop a global company identity to smooth over cultural differences between
domestic.
d) Legislation
Much of the growth in the HR function over the past three decades may be attributed to
its crucial role in keeping the company out of trouble with the law. Most firms are deeply
concerned with potential liability resulting from personnel decisions that may violate laws
enacted by the state legislatures, and/ or local governments. These laws are constantly interpreted
in thousands of cases brought before government agencies, federal courts, state courts, and
Supreme Court.How successfully a firm manages its human resources depends to a large extent
on its ability to deal effectively with government regulations. Operating within the legal
framework requires keeping track of theexternal legal environment and developing internal syste
ms (for example, supervisory training and grievanceprocedures) to ensure compliance and minim
ize complaints. Many firms are now developing formal policieson sexual harassment and establis
hing internal administrative channels to deal with alleged incidents before employees feel
the need to file a lawsuit.
Legislation often has a differential impact on public-
Public and private sector organizations. (Public sector is another team for government
agencies; private sector refers to all other types of organizations.) Some legislation applies only
to public sector organization. For instance, affirmative action requirements are typically limited
to public organizations and to organizations that do contract work for them. However, much
legislation applies to both public and private sector organizations. In fact, it's difficult to think of
any HR practices that are not influenced by government regulations.
e) Technology
The world has never before seen such rapid technological changes as are presently occurr
ing in the computer and telecommunications industries. One estimate is that technological
change is occurring so rapidly that individuals may have to change their entire skills three or four

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times in their career. The advances being made, affect every area of a business including human
resource management.
f) Evolving Work and Family Roles
The proportion of dualcareer families, in which both wife and husband (or both members
of a couple) work, is increasing every year. Unfortunately, women face the double burden of
working at home and on the job, devoting 42 hours per week on average to the office and an
additional 30 hours at home to children. This compares to 43 hours spent working in the office
and only 12 hours at home for men.More and more companies are introducing "family-friendly"
programs that give them a competitive advantage in the labor market. These programs are HR
tactics that companies use to hire and retain the best qualified employees, male or female, and
they are very likely to payoff. For instance, among the wellknown organizations/firms, half of all
recruits are women, but only 5% of partners are women. Major talent is being wasted as many
women being wasted drop out after lengthy training because they have decided that the
demanding year partner track requires a total sacrifice of family life. These firms have started to
change their policies and are already seeing gains as a result. Different companies have recently
begun offering child-care and eldercare referral services as well to facilitate women workers as
well introducing alternative scheduling to allow employees some flexibility in their work hours.
g) Skill Shortages and the Rise of the Service Sector.
Expansion of service-sector employment is linked to a number of factors, including
changes in consumer tastes and preferences, legal and regulatory changes, advances in science
and technology that have eliminated many manufacturing jobs, and changes in the way
businesses are organized and managed. Services, technical and managerial positions that require
college degree will make up half of all.

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Q-No. 7 How an organizational strategy can be linked to human resource planning?

Answer No. 7

Human Resource Planning

Human resource planning the process of systematically reviewing human resource
requirements to ensure that the required number of employees, with the required skills, is
available when they are needed. Forecasting human resource requirements involves determining
the number and type of employees needed by skill level and location. In order to forecast
availability, the human resource manager looks to both internal sources (presently employed
employees) and external sources (the labor market). When employee requirements and
availability have been analyzed, the firm can determine whether it will have a surplus or shortage
of employees. Ways must be found to reduce the number of employees if a surplus is projected.
Some of these methods include restricted hiring, reduced hours, early retirements, and layoffs. If
a shortage is forecasted, the firm must obtain the proper quantity and quality of workers from
outside the organization. In this case, external recruitment and selection is required. The process
of anticipating an organizations future human resource needs and then developing action plans
for fulfilling identified needs.
Human Resource Planning Enable organizations to anticipate their future HR needs to
identify practices that will help them meet those needs.
Benefits of HR Planning
Helps in planning job assignments
Helps cope with fluctuations in staffing
Identifies recruiting needs
Provides other useful information
Planning Includes Forecasting
Forecasting is carried out in two basic areas which are demand forecast of workforce for
organization and supply forecast for the organization.
Following approaches are used to perform this function or activity:

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a) Trend analysis
b) Ratio analysis
c) Regression analysis
The strategic management planning:
Strategic planning is the process by which top management determines overall
organizational purposes and objectives and how they are to be achieved.
The strategic management planning is made up of seven elements.
Step 1: Develop business mission and vision:
The business mission may be defined as the basic purpose of organization existence and
scope of organizations. The business mission is generally described in terms of organizations
philosophy, self concept, public image, technology, customer targets and products. A clear
mission statement describes the values of an organization.
Vision statement is sometimes called a picture of your company in the future. It is
intended to serve as a clear guide for choosing future courses of action.
Step 2: Perform External Audit:
External audit sometime called environmental scanning or industry analysis. The
purpose of an external audit is to develop a list of opportunities and threat confronting an
organization so that managers can formulate strategies to take advantage of opportunities and
avoid and reduce the impact of threats.
The process of performing an external audit must involve many managers and
employees as possible. A meeting or series of meeting of managers is needed to collectively
identify the most important opportunities and threat facing the firms. These key external factors
can very over time and by industry.
Step 3: Perform Internal Audit:
Internal audit focuses on identifying and evaluating a firms strength and weakness in
the functional area of business including human resources management, marketing, finance,
production, research and development. The process of performing an internal audit closely
parallels the process of performing an external audit.
The process of performing an internal audit provides more opportunities for
participants to understand their jobs, departments and divisions fit into the whole organization.

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This is a great benefit because manager and employees perform better when they understand how
their work affects other area and activities of the firms.

Step 4: Translate mission into business objectives:

Objective can be defined as specific results that an organization seeks to achieve in
pursuing its basic mission. Objectives are essential for organizational success because they state
direction, aid in evaluation, create synergy, reveal priorities, focus coordination and provide a
basis for effective planning, organizing, motivation and controlling activities.
Step 5:Formulate strategies:
Strategy formulation at every level is guided by the organizational goals and by the
result of environmental scanning. Managers start with their corporate level strategies which are
used to develop business level and functional level strategies.
Step 6: Implement the strategy:
Strategy implementation is a process in which strategies are put into action through
the development of programs, budget and procedures. This process might involve changes within
the overall structure, culture and management system of the entire organization. Successful
strategy implementation is critical to the success of the business venture. This is the action stage
of the strategic management process.
Step 7: Evaluate performance:
Strategic evaluation is the process in which activities and performance results are
monitored so that actual performance can be compared with desired performance. Managers at
all levels use the resulting information to take corrective action and resolve problem. In this step
manager identify the critical areas to be monitored and then develop method for measuring
results.

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Q-No.8 What is job analysis? Discuss the purpose of job analysis?

Answer No.8
Job analysis:
Studying and under-standing jobs through the process known as job analysis is
a vital part of any HRM program.
It is the procedure for influential the duties and skill requirements of a job and the kind of
person who should be hire for it.
Purpose of Job analysis:
The purpose of job analysis is to evaluate the performance of employees toward the
standards of organization

PURPOSE OF JOB ANALYSIS

Job Description
Job Evaluation
Job Description:
It is the list of TDRs that define a specific job. It is a written statement of what a
jobholder does, how it is done and why it is done. A common format for a job description
includes the job title, the duties to be performed and the authorities and the responsibilities of job
holder.
Contents of job Description;
A job description should be formal, written document, usually from one to three pages
long. It should include the following;
Date written. ( date in writing )
Job Title. (Information about post or designation)
Job Status.(Full-time, part time, contractual job, salary or wages)
Supervision Received.(to whom the jobholder reports)
Hour of Work. (information about working timing)
Days of Work. (information about working days)

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 Principal Contacts. (In and outside the organization)
Job purpose.(Condensed explanation of duties of job)
Job Summary. (Detail list of TDR which employee must perform)
Job specification:
A list of the KSAOs knowledge, skills, abilities and other characteristics that an individual
must have to perform the job. Job specification indicating the minimal acceptable qualification
that candidate must possess to successfully perform the essential elements of their job.
Job Evaluations:
Job evaluation is a systematic process of determining the worth of each job in hierarchy of
the organization. Job evaluation is an important part of compensation administration.
In compensation program, job that have similar demands in term of skills, knowledge and
abilities should place in common compensation group. High profile jobs in terms of skills,
knowledge and abilities should place in high compensation.

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Q-No.9 Discuss the various methods of job analysis?

Answer No.9

Job Analysis:
Studying and under-standing jobs through the process known as job analysis is a vital
part of any HRM program.
It is the procedure for determining the duties and skill requirements of a job and the kind
of person who should be hire for it.
Job Analysis Methods:-
There are various methods to collect information on the job duties, responsibilities and
activities. The most important methods of job Analysis are included as following:-

Dairy Method

Individual/Group
Interview Method

Critical Incident
Method

Dairy Method:
A job analysis method requiring employees to record their daily Activities. This method
is a useful tool of job analysis to ask employee maintaining and keeping daily records or list of
activities they are doing on every day along with the amount of time to perform each activity.
This is the most time consuming job analysis method and may extent over long period.
HRD Record:

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 Records of employee are maintained by HR department. The record contain detail about
educational qualification, name of the job, number of the years experience, duties handled any
mistakes occur in the job ,number of promotion received, area of work, core competency area.
Job analysis can be done on the bases on these records.

Observation Method:
A job analysis technique in which data are gathered by directly watching employees
work activities or review films of the workers on the job. This method can collect information for
only some specific job such as telephone operator, security guard and those employees are
directly working with tolls or equipments.Collecting accurate information for managerial job is
nearly impossible through observation methods.
Critical Incident Method:
The Critical Incident Method involves observation and recording of particularly
effective or ineffective behaviors. Behaviors are judged to be effective or ineffective in the
terms of results produced by the behavior.
Technical Conference Method
Job analysis techniques that involve extensive input from the employees supervisor. Here,
specific job characteristics are obtained from the experts.
Group Interview Method:
Under the group interview method, a formal meeting arrange with a number of
employees to collectively determine what their job entail. Interview includes structured,
unstructured or semi-structure interviews.
Structures Questionnaire Method:
A specially designed questionnaires on which employees describe their job related
duties and responsibilities. Job analysis questionnaires are typically three to five pages long and
contain both close and open-ended questions. This technique is excellent for gathering
information about jobs.

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Q-No.10 What is human resource planning? Discuss the process of human resource
planning.

Answer No.10
Human Resource Planning:
HR planning is the systematic and organized process of determining current and future
human resources needs for an organization to achieve its goals. Human resource planning is one
of the most important elements in a successful human resource management program because it
identifies the right number of qualified people into the right jo at right time.
Purpose of Human Resource Planning:
There are some following key purposes of human resources planning.
HR planning reduces over planning and wasteful activities.
HR planning establish a clear statement of the organizations mission.
HR planning reduces uncertainty toward achieving organization goals.
The human resource planning process:
The human resource planning process consists of five basic steps as under:
Define the organizational human resource objective
Determine the skills and expertise to achieve organizational and departmental objectives.
Forecasting personnel needs.
Determining the additional human resource requirements.
Developing action plan to meet the anticipated resources need.
Step 1: Determining organizational objectives:
Organizational objectives are statement of expected results that are designed to give the
organizations ant its members direction and purpose. The objective setting process begins at the
top of the organizations with a statement of mission, which defines the organizations current and
future business. Divisional or departmental objectives are then derived from the organizations
short term performance objectives.
Step 2: Determine the skills and expertise required:

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 After establishing organizational, divisional and departmental objectives, operating
managers should determine the skills and expertise required to meet their respective objectives.
This purpose is not to look at the skills and abilities of present employees but to determine the
skills and abilities required to meet objectives.
Step 3; Forecasting Personnel Needs;
The organizations future human resource demand can be foretasted using a variety of
methods, some simple and some complex. Regardless of the method used, forecasts represent
approximations and should not be viewed as absolutes.
Step 4; Determine Additional HR Requirements;
The HR manager must estimate the additional manpower of the organization. That is, he
finds out how many people will be required to do all the jobs in the organization. Estimation of
manpower requirements must be made in terms of quantity and quality.
Step 5; Develop Action plan:
Once the human resource requirements have been determined, managers must develop
actions plans for achieving the desired results.
The following actions can be taken to add or less human resource requirements.

Adding Human Resources,

Temporary hires and Outstanding,
Options for Reducing Labor Surplus,
Option for the labor Shortage.

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