Professional Documents
Culture Documents
ASSIGNMENT
1. “The HRM function has acquired strategic importance in
organizations due to economic liberalization and globalization”.
Explain.
Answer:
Answer:
The basic objective of HRM towards the society should be to ensure that
their organization manages human resources in an ethical and socially
responsible manner through ensuring compliance with legal and ethical
standards. Thus, this objective includes:
To manage human resources in an ethical and socially responsible manner.
To ensure compliance with legal and ethical standards.
To minimize the negative impact of societal demands upon the
organization.
Answer
4. How will you analyze a job? Explain with the help of job analysis
form.
Answer:
1. The job's identification code and title: This is official data. Let us precise that the”
Identification Code" rubric indicates the job’s location within the company’s
organizational chart. For example, the codes "DFSA1", "DFSA2", etc., could be used
to refer to employees located in the Department of Finance – Section Accounting,
while "DFSA" would designate the Chief Accountant and "DF" the CFO.
2. The job's mission statement: The mission statement should concisely describe
(in max. 3 sentences) the end goals of the considered position - i.e. its role within
the organization. A third party should be able to understand what its essential
components are - in concrete terms. In order to be formulated in terms of finality,
omission statement should contain:
1. An action verb (e.g. realize, accompany, ensure, organize) that should meet the
job holder’s actual duties.
2. The position’s duties: they complete the action verb (e.g. ensure the completion
of the set goals) and specify the position’s area(s) of activity.
3. The beneficiaries / customers: the actual recipients of the delivered goods /
services should be identified (e.g. to external customers; to the Board; to the
whole personnel)
4. The requirements in terms of quality: the way in which the delivered goods /
services will be assessed should be determined in concise terms (e.g. in
accordance with expectations; in compliance with the rules; within the limits of
the budget…).
5. The mode of delivery: (by conducting interviews, by conducting market research,
in close collaboration with our customers, etc.)
3. Success indicators: These criteria should allow measuring whether the services
delivered meet the customers' expectations. They can also be used in employee
performance appraisals. There is a great diversity of indicators. However, most of
them belong to one of the following dimensions:
Finances
Quantity
Quality
Customers
Management (Leadership, Commitment, etc.)
Other (Project Management…)
4. Skills requirements: These are the criteria that are critical in order to fulfill the
job’s mission. Such competencies may be observed at both professional and
personal levels. Here are a few illustrations of these two dimensions:
1. Professional skills: financial management, team management, project
management, IT skills, technical know-how, etc.
2. Personal skills: soft skills, team spirit, analytical thinking, dynamism, pedagogical
skills, resistance to stress, responsibility, etc.
Please note that personal skills are generic criteria (i.e. they are not linked to a
particular type of position or company), while professional skills may be specific to
a given company or even workplace.
Attention! When filling in the job description form, it is best to focus on the key
skills that any job holder should display!
5. Customers and Suppliers: This phase is dedicated to the identification of the
position’s customer-supplier relationships. The term "customer" applies here to all
the units / positions that directly receive the goods / services delivered by the job
holder. Similarly, the term "supplier" refers to all the units / positons from which the
job holder receives goods / services in order to complete their tasks. Please note
that both these types of partners may refer to people either within or outside the
organization (notion of internal and external customers / suppliers).
In the "Who?" column of the sample job description form, you may list up all the
customer and supplier units / positions. In the "What?" column, you may briefly
describe the nature of the goods / services delivered and received (for example:
advisory, financial statements, raw materials, metal components, etc.).
CAREER PLANNING
"Career planning is the deliberate process through which a person
becomes aware of personal career related attributes and the life long
series of stages that contribute to his career fulfillment”. The major
focus of career planning should be on assisting the employees in
achieving a better match between personal goals and the
opportunities that are realistically available in the organization.
Career planning is an effort to pinpoint and highlight those areas that
offer psychological success instead of vertical growth. Career
planning is not an event or end in itself, but a continuous process of
developing human resources for achieving optimum results. A
person who is not able to translate his career plan into action within
the organization may probably quit the job, if he has a choice.
Organizations, therefore, should help employees in career planning
so that both can satisfy each other's needs.
Advantages:
Disadvantages:
Answer:
Answer:
Psychological approach
Sociological approach
V.V giri approach
Gandhian approach
Psychological Approach.
Sociological Approach.
The social and cultural changes shape behavioral patterns and cause
adjustments in industrial relations. There cannot be harmony and peace in
industry when the society is in turmoil. Industry is a part of society and the
value systems, customs, status symbols and institutions of the society
affect relations between the parties involved. Different family
backgrounds, education level, personalities, attitudes, behavior etc. create
problems of conflict and cooperation in industry. Various social problems
cause stress and strain among workers which affect their industrial
relations as well.
Answer:
Collective bargaining is a term used to define a situation in which the
essential conditions of employment are determined by a bargaining
process undertaken by representatives of workers and representatives of
management. Both parties sit at the bargaining table where they deliberate,
persuade, try to influence, argue and haggle. Eventually they reach at an
agreement which they record in the form of labor management contract.
Pre-conditions:
Identification of the problem
Preparation for negotiation
Negotiation procedure
Implementation of contract
In India, initially the resolution of conflict through collective bargaining
agreements did not gain popularity. The legal steps taken by the
government after the second world war revived interest in the subject once
again. In India, collective bargaining has not made much headway
particularly at industry and national levels, due to following reasons:
Lack of central trade union and employer’s organisation which can
represent country wide interests.
Excessive dependence on compulsory adjudication for the settlement
of industrial disputes
Multiplicity of unions and inter-union revelry
Conditions of work differ widely in different parts of the country
Weak trade union movement because of poor leadership and political
dominance
Legislation and regulatory bodies have reduced the area for
collective bargaining.
11. Differentiate between recruitment and selection. Explain the
different sources of recruitment?
Answer:
3. Unsolicited Applicants.
Persons in search of employment may contact employers through
telephone, by post or in person. Generally, employers with good
reputation get unsolicited applications.
4. Professional Organizations.
Professional organizations maintain complete bio-data of their
members and supply it to companies on demand.
5. Data Banks.
The recruiting firms can prepare a data bank about various persons
in different fields. They can collect information from educational
institutions, employment changes, professional organizations etc.
6. Similar Organizations.
The organizations producing similar products or having the same of
business act as an important source of recruitment. The persons
having same experience required by the recruiting firms will be
available in similar organizations.
12. Explain the role of employee counseling in the ITEs sector?
Answer:
Importance:
Enhance relations and credibility
Increase productivity
Attraction and retention
Reduces absenteeism
Improve the quality of working life
Job involvement and satisfaction
Answer:
i. Acknowledge Dissatisfaction:
Managerial/supervisory attitude to grievances is important. They should focus
attention on grievances, not turn away from them. Ignorance is not bliss, it is the
bane of industrial conflict. Condescending attitude on the part of supervisors and
managers would aggravate the problem.
v. Follow up:
Decisions taken must be followed up earnestly. They should be promptly
communicated to the employee concerned. If a decision is favourable to the
employee, his immediate boss should have the privilege of communicating the
same.