Professional Documents
Culture Documents
Lecture 2
Case study:-
Manufacturing
Observations:-
Quality control
Grievances issue
Supervisory
Unloading of material
Recruitment process
Employee record
Inability to designate
Lack of lucidity
Lack of inception/vitality/self-inspiration
Job Description
manage a team.
Vision-mission-goal
HR challenges:-
Managing abilities
Driving groups
Lecture 3
o Recruiting
o Relocating
o Redeployment
o Retrenchment
o Redesign
o Redundancy management
o Retirement
Lecture 3 continued
Lecture 4
Workforce examination
Confining or when a vocation has been included or when the turnover rate
for work is higher than organization. Normal rate.
Whether to utilize a customary activity examination or a future
arranged one.
Lecture 5
Job analysis
Definition:- Job analysis involves collecting data about jobs in an org. and
knowledge skill and abilities, work activities performed, responsibilities,
duties, machine, tools, equipment and machine.
Abilities:- physical and mental capacities needed to perform tasks.
Job description: TDR’s, job specialization, KSAO’s.
Lecture 8
Lecture 9
Hiring trends.
A strategy that combines online and offline hiring will help a company win
the race for talent acquisition.
The year that is at the door-2018 is set to take the ball further.
Rise of automation:
There is a ton going ahead as far as Robotization of HR and
ability procurement.
Case:-
Learnings:-
2. He has the responsibility to go on site, check for the malfunction, call help
and/or make a team to immediately carry the situation right from there and work in
the interest of safeguard of labours and managers' life associated with that
machine's danger
Learning team 2: -
•Personally handling employees and supporting them through this situation is one
of the major functions of a HR manager.
• Providing them an assistance to offer them the job in future, when the company
recovers the recession.
Learning team 3: -
HR manager not only handles the situation but also provide solutions to the
same.
HR manager knows the pros and cons of every activity in the organization
acts accordingly.
Learning team 4: -Dealing with employees who can’t behave properly with each
and every employee even including women too is a big headache for most HR
managers and supervisors. Most employees know how to work and behave in the
workplace but there are some who got the problem in getting the right picture.
There can be the various reasons for this kind of behaviour such as cultural
differences. The best any manager can do is to try and understand the situation but
in some cases, they need to take actions and make decisions so that company
doesn’t suffer the consequences.
And in our case Internal Complaint Committee (ICC) took an action against that
employee.
1- He asked him to say sorry to the lady employee he misbehaved whom he abused
also
2- Gave warning if in case in future he'll try to do this again he'll be fired
3- His promotion was hold
Case- At the time of recruitment process there are 2 type of candidate. Candidate A
had a sincere appearance and was very serious attitude towards the interview. On
the other hand candidate B was improperly dressed for the occasion (interview)
and was very casual towards the interview. In spite of the casual behaviour of
candidate B he was having past experience and was also confident .Which
candidate would u select as a recruiter?
Learning-
As first impression is the last impression on the basis of which company
select the candidate as their recruiter.
Having past experience makes no sense when it is not executed in practical
aspects.
HR manager should recruit the knowledgeable person inspite of the fact that
whether they are having past experience or not.
HR manager should give equal weightage on the training and development
process of both the candidate.
Learning team 7: -
Topic - how an hr should manage an employees who is very casual towards the
rules and regulations of the company and is rude with the employees but is
productive for an organisation as well
1- Who so ever be the employee a productive one or non-productive one should be
treated equally when do not follow the rules
2- If hr has hired the employee from a rival firm with more pay package you
should sustain that employee as he will be definitely productive for our
organisation
3- Hr should give warning to the person for his bad behaviour
Case you have many women (female employees) in your organization at higher
posts. Your company requires these personnel to be transferred to other places to
handle problems. But they are not ready for these transfers. How will you manage
kind of situation?
Learnings from the case: -as we know that being a women in corporate world is not
so easy they pushed down at each and every level so in this case we decided to
give them the preference with their needs and offer them the best we can for the
settlement at the new place so it is not like a transfer it is more like a promotion for
them to handle them their personal life as well as their family because we want to
put their needs in front rather than enforcing any decision on them.
Learning team 9: -
Case- one of the employee in the organization has leaked the information of the
customers and was caught. As it was against the rules and regulations of the
company what should be done. As many restrictions were imposed on other
employees due to the wrong act of one employee n they r facing problems so what
should be done
1. Ethics training should be given so that the employees can decide what is right
and wrong
2. Security software or programs should be made so that no info can be leaked