ADL – 09Human Resource ManagementAssignment AQues. 1. What is a profession? Is personnel a profession in India. Describe with Reasons.Ans. Occupation possessing certain characteristics in called profession. These characteristics are:1. Members must possess advanced, specialized formal education and training.2. A national level association, which standardizes terminology, must regulate a profession, sets policies and standard practices and publishes the official journal of the profession.3. Members of the profession must possess minimum level of skills, knowledge, establish standards of ethical practices and promote the advancement of science and art of profession.4. Members of the profession should make their knowledge and contributionsfreely available to others in the profession.5. Members of the profession must sustain at all times an attitude towardstheir work and society, be interested in continue acquisitions of skills and knowledge, have a sense of trusteeship, individual initiative and a right to expect and receive adequate financial recognition.Profession has been accepted as another name of dynamism and progressive outlook. The central theme of any profession is unselfish service to mankind.Personnel is not a profession in Indian but is emerging as a full fledged profession as it possess some of the characteristics of profession (as mentioned above) the point wise details are as follows:1. Academic qualifications: The qualifications prescribed for the post of personnel manager vary from one organization to another. The list of qualification include any degree from a recognized university, postgraduate degree/diploma in social sciences, sociology, social work, personnel management and industrial relations, labour welfare laws, MBA with specialization in personnel management and industrial relations. Thus, no specific qualification is prescribed for the post of a personnel manager. However specific educational qualification are prescribed for various profession like CA, CS, Medicine, Law etc. The factory act 1948 prescribed the education qualification for the posts of welfare inspectors but for personnel manager is not prescribed by the government.2. National institute of personnel management (NIPM) is a national level association in order to regulate the personnel management profession. NIPM conducts a two-year postgraduate diploma and organizes various training programmes, seminars etc. It also publishes a journal called “Personnel today”. However NIPM is not regulating the number and type of persons entering the profession of Personnelmanagement like the profession of Personnel Management like the Institute of Chartered Accountants does.
3. Various professions like Medicine, Accountancy, etc have ethical codes.NIPM have also come out with the code of ethics.4. As in the case of other professions, personnel managers also make theirknowledge and contributors freely available to others in the profession.It can be concluded that presently it is not a profession in Indian but the growth of MNC Culture and globalization will bring professional status to personnelmanagement.Ques. 2. Why is change always resisted in the organization? What measures wouldyou recommend to minimize resistance?Ans. Changes have today become a pervasive phenomenon thereby affecting every sphere of life including the organization life.Changes can occur in the internal environment of an organization due to any of the following factors:a. Changing expectations of the work-force.b. Due to the introduction of new technology.c. Due to increased competition.d. Need for improvement in productivity and quality.e. Uncertainties in socio-economic and political environment etc.f. Due to globalization.g. Change in the nature of work.h. Privatization.To sum up all changes involve transformation and modifications of people’s attitude, knowledge and skills etc.Therefore any changes in the belief system and habits, traits, are likely to beresisted, as it requires adoption of new untried coping mechanism.These resistances to change cannot be totally eliminated but certainly by adopting a few measures can be minimized to a certain level. These measures could be as follows:a. The nature of change should be made clear to the people who are going to be affected by it.b. Through proper education and communication skills meaning of change andits purpose should be well defined to the people who would be subsequently affected by the change.c. The pressure groups resisting change can be co-opted in the decision making structures, which will thereby absorb their resistance and also would make them a partner I the changing process.d. People on whom changes have to be imposed on should be encouraged to take active interest and participate in decision making about the nature and direction of change.e. Changes should not be initiated for any personal benefits or grounds but for the over-all benefits and objective requirements of the organization.f. The already set norms, customs and socio-relations of an already existing institution should not be ignored but should be incorporated to the maximum extent possible in the change process.g. Opportunities to facilitate supportive skills for management of change such as counseling, individuals and group therapy and consensus building in groups should be provided and encourages.Ques. 3. What is Human Resource Planning? Discuss the purpose and process of HRP?
Ans. Human Resource planning (HRP) may be defined as a strategy for the acquisition, utilization, improvement and preservation of an enterprise’s human resources.It is a process of forecasting developing and controlling human resources to ensure that the firm has the right number and right kind o people, which is required to work at the right time, adjusting to the requirements and the available supply. It assess manpower requirement in advance keeping the production schedules, market fluctuations, demand forecasts, etc in the background.It is the integral part of the overall corporate plan and reflects the broad thinking of management about manpower needs in the organizations. Manpower plans are prepared for varying time periods i.e. short term plans covering a time frameof 2 years and a long term plan encompassing a period of 5 or more years.Purpose of Human Resource planning:The basic purpose of having a manpower plan is to have an accurate estimate of the number of employees requires, with matching skills requirement to meet organization objectives. More specifically, manpower planning in requires to meet thefollowing objectives:A. Forecast personnel requirements: Manpower planning is essential to determine the future manpower needs in an organization. In the absence of such a plan, it would be difficult to have the services of right kind of people at the right time.B. Cope with changes: Manpower planning is required to cope with changes in market conditions, technology, products and government regulations in an effective way. These changes may, often require the services of people having requisite technical knowledge and training. In the absence of manpower plan, we may notbe in a position to enlist their services in time.C. Use existing manpower productively: By keeping an inventory of existingpersonnel by skill, level, training, educations qualification, work experience,it will be possible to utilize the existing resources more usefully in relationto the job requirements. This will help in decreasing wage and salary cost in the long run.D. HRP spells out the qualifications, skills, expertise, knowledge, experience, physical abilities, occupation groups, etc of personnel required in an organization.E. It gives adequate lead-time for recruitment, selection, training and development of personnel.F. Promote employees in a systematic manner: Manpower planning provides useful information on the basis of which management decides on the promotion of eligible personnel in the organization. In the absence of manpower plan, it may bedifficult to ensure regular promotions to competent people on a justifiable basis.Processes of Human Resource Planning:HRP is a multi-step process. Various steps are discussed below:a. Objectives of HRP:Most Common Objectives of a HRP are as follows:• Making correct estimates of manpower requirements.• Making a sound recruitment and selection policy.• Making a sound training and development policy.• Managing the manpower according to the requirement of the organization.
• Maintaining production level.• Maintaining good human and industrial relations.• Getting information where existing personnel are deployed.• Making proper and effective use of existing manpower.b. Business plan: It is to arrive at the scale of business activity over aperiod a time to enable to estimate the structure and size of the organization from time to time. This is done keeping all the factors of internal and externalenvironment.c. Forecasting future manpower requirements: Future manpower estimates aremade as follows:• The functional category.• The number required.• The levels at which they are required.The above estimates have to be assessed under the following heads:• Growth of the establishment• Turnover- Both predictable and unpredictabled. Manpower Audit: The primary objective is to know what exist in the stock and what is needed. It gives indication of the gap that needs to be filled in through external sources.e. Job analysis: It provides information about the job description and characteristics and qualifications that are desirable in the jobholder.f. Developing a Human Resource Plan: Work out a plan identifying the sources of manpower supply. These sources may comprise:Internal SourcesExternal Sources.For higher levels, internal promotions are recommended. However for lower level, external sources should be tapped. Therefore, a through knowledge and close laisioning of labour market is necessary.Ques. 5. What is “Career” and why is career planning becoming more important in today’s competitive world?Ans. The term “Career” specifically means a sequence of positions occupied by a person during the course of his lifetime.Human Force is a very important factor for the growth of an organization and career planning is becoming an important factor in today’s competitive world. The career planning provides a set of tools and techniques for productive resolution of conflict between the individuals and the organizations.The process or activities by the organization to individuals to identify streghts, weakness, specific goals and jobs that the.Individual would like to reach or occupy is collectively called ‘ Career planning’.Career planning has become an important aspect for both individuals and organizations.Companies who provide fair and reasonable opportunities for satisfying careers are able to attract, retain and motivate committed and industrious work force. To do so the organization could include the following:
Flexi – working hours.Special couple / Individual counseling.Supportive, humane, personnel policies to facilitate swift transfers and relocations etc.Career planning is a very important factor as it helps the individuals to explore, choose and strive to derive satisfaction with one’s career related objectives.Ques 6. Why are employees often unhappy with the performance appraisal done in the organization? Discuss the important errors that can happen during performance appraisal?Ans. Performance appraisal is an important component of the information and thecontrol system.Performance appraisal is a process by which an employee’s contributor to the organization during a specified period of time is assessed. People are recruited forspecific job requirements in the organization and thereby there is a need to appraisee them of their performances in the organization.Performance appraisal is a means to:• Align employee behaviour with strategic objectives.• Reinforce the values and culture of the organization.• Encourage managers to develop subordinates.• Alignment of appraisals with culture.• Linking regards and punishments to promotion to motivate better performance.• Manage according to performance.• Reinforcing and sustaining performance- feedback, praise and improve.• Determining career progression goals and training needs.However, the employees are often unhappy with the performance appraisal done inthe organization on the following accounts:a. Disbelief and non-trust in the appraisal system of the organization.b. There relationship with their immediate employer is not cordial.c. Upheaval led superior – subordinate relationship.d. When some aspect of the appraisal system is not clear with the employee. It could be any of the following:• What is he expected to do?• He thinks he is not being rewarded appropriately to his performance.• When he thinks he is not being given enough guidance or counseling for the job that he is expected to do etc.Proper appreciation of the mutuality and reciprocity in the roles in vital for clarity about the concept of performance. The organization should be very clear with its aims and outcomes of its appraisal and take responsibility to evolve objective parameters to analyze and review performance.In the performance appraisal system there can be errors during the appraisal, which could be of the following nature:a. Rating Scale ErrorsThis is very common in subjective performance evaluation. May be intentional or
unintentional.b. Leniency / Strict rating ErrorsThis is putting of higher / lower rating s than deserved. This entirely dependson the standards, values, physical and mental setup of the appraiser.c. Severity ErrorsThis is less favourable than performance warrants. The rater could be the appraiser, superior, peers, client, manager or a consultant.d. Central Tendency ErrorsMost ratings are at or near mid- point. Rating is average on the central line.e. Halo Effect ErrorsTendency of raters to bias ratings based on feelings towards individual; high correlation between ratings on various facets of performance. Its evaluation on perceived positive quality of the appraisee.f. First impression ErrorsThe rater may perceive of some impression at first go on the quality of the appraisee.g. Stereotyping ErrorsIt is the standard mental picture that a person holds for the person to be assessed.h. Horn Effect ErrorsIt is the opposite of the hallo effect which is having perceived a negative notion of the appraisee.i. Latest Behavior effectSometimes a very obvious behavior or the incident with the appraise leaves an effect on the appraiser, which thereby results, to biased ratings by the rater.j. Spillover effect errorThis is generally the overall assessment of the employee, last / past performances which is considered to judged his current appraisal report.k. Unintentional errorCognitive information processing – in short, there are limitations on the cognitive abilities of raters (e.g. memory limitations, may use schema, prototypes thatare not totally accurate, negative halo)Assignment BQues 1. Discuss the need for training and development. Describe how training needs are assessed?Ans.Training:Training is the act of increasing the skills and knowledge of an employee for doing a particular job effectively. It is usually meant for technical and non-managerial personnel.Development:
This term is often viewed as a broad, ongoing multi-faceted set of activities (training activities among them) to bring someone or an organization up to another threshold of performance. This development often includes a wide variety of methods, e.g. orienting about a role, training in wide variety of areas, ongoing training on the job, coaching, mentoring and forms of self-development. Some viewdevelopment as a life-long goal and experience.Need of training and development:• Training and development is required to meet the desired expectations and job specifications.• It improves job knowledge and skills of employees.• With proper training of staff the cost of production can be reduced thereby eliminating or reducing wastage and depreciation.• The quality of product is also improved if employees are given right training, which leads to lesser wastage and increased productivity. Increased efficienciesin processes, resulting in financial gains.• With proper inducement and training of the employee for the job also helps in increasing the safety levels on job.• With proper opportunities of development and training of the employee, it increased his confidence, morale but also leads to job satisfaction and personal growth of the employee. This overall motivates the employee.• With proper development and training, there is reduction of grievances, absenteeism and rate of labour turnover.• Training and development of the employee is needed when a performance appraisalindicates performance improvement is required.• To “benchmark” the status of improvement so far in the performance improvement effot.• Training induction could also be as a part of succession planning to help and employee is eligible for a planned change in role in the organization.• To “pilot”, or test, the operation of a new performance management system.• Training and development programmes help in coping and also increases the capacity to adopt to new technologies and methods required for the job.Imparting proper knowledge, technical skills, techniques, technology providing the right kind of wok attitudes and experience, which is on hands practice of the job, needs can provide the training.Training needs assessment:Training needs can be identified through the following types of analysis:1. Organizational Analysis: It involves a study of the entire organizationin terms of its objective, resources and their utilization along with the interaction pattern with environment. The important elements examined are as follows:• Analysis of objectives – This is the study of short tem and long term objectives and the strategies followed at various levels to meet these objectives.• Resource utilization analysis – This is the study of the human, physical and financial organization resource utilization. This is done to find out comparative labour costs.• Environmental scanning – The economic, political, Socio cultural and technological environment of the organization is examined.• Organizational climate analysis – The climate of the organization speaks about the attitudes of members towards work, company policies, supervisors etc. Absenteeism, turnover ratios generally reflect the prevailing employee attitudes. These c
an be used to find out whether training efforts have improved the overall climate within the company or not.Task or role analysisThis is a detailed examination of a job, its components, its various operationsand conditions under which it has to be performed. Questionnaires, interview, reports, tests, observation and other methods are generally used to collect job related information from time to time. After this exercise, training programme isconducted paying attention to:• Performance standards• The task employee has to discharge• The methods they will employ on the job• How they have learned such methodsManpower analysis• It is used to focus on the individual in a given job. Three issue to be solved:• Find out whether performance is satisfactory or training is required• Whether employee is capable of getting trained and area in which the training is required.• Whether the poor performance on job need to be replaced by those who can do thejob.Personal observation, performance review, supervisory reports, diagnostic test help in collecting the required information and select particular training options that can improve the performance of the individual worker.Ques 2. What is a salary structure? How is it designed in the private sector?Ans. In the raw form of its term – salary – simply means a fixed regular payment toan employee.There by we can imply, salary is the remuneration (express or implied) capable of being expressed in terms of money including all allowances, perquisites, concessions and commissions. In other words, it is the remuneration earned by the employee for rendering services and is paid in proximate to the prevailing market rate and socio – economic scene.Usually the government or the company draws a salary structure for its employees, providing numerous grades, specifying upper and lower limits in each grade orstrategies depending on the government and company policies and existing markettrends.There is also the hand of the unions and the competition prevailing on determining the salary structure of the undertaking.Salary structure in India is broadly categorized into three components:• Basic Salary• Dearness Allowance• Other Allowance and incentivesBasic SalaryIt is the base of salary structure. It is fixed according to the pay scale / grade given to the employee according to his skill, profession, work – experience etc.Dearness AllowanceIt is a type of allowance included in the salary, which primarily suggests to allowances paid to the employees in order to enable them to face the increasing dearness of essential commodities.
Other Allowances and incentivesThe other allowances may include:Medical allowanceHouse rent allowanceLeave travel allowanceProvident FundConveyance allowanceTelephone allowance etc.The pay commission appointed by the government decides the salary and its various benefits of those employees who are associated to the government.• But in case of the private sector / concerns the employer / top management unilaterally decides the wages / salary / compensation package for its employees.• The private sector / undertaking has no statutory limit for managerial remuneration.• The private undertaking have the full liberty to take or bear the tax burden onthe disallowed portion of the pay. It need not have any government sanction or approvals for it.• These companies have their own company compensation policies depending on the enterprise’s wide range of incentives and schemes, allowances and benefits that it wants to cover its employees with.• In the private sector, which wants to retain the talented staff, they have different pay packages, which are totally employee tailed pay packages, which the employer pays to its employee at the competitive market price prevailing in the market. It may consist of various allowances, other tax benefits to retain the skill based labour / human resource in this competitive environment.• Multinationals operating in the developing nations usually pay much higher thanthe indigenous firm in both private and the public sector.• These multinational companies have formed guild called the multination remuneration club to privately exchange information on remuneration packages for their employees at the regular intervals.• To compensate the DA which is generally given by the government undertakings toits employees the private sector generally gives or adds adhoc and lump sum increase in pay package, which is unilaterally announced by the top management.• A large variety of incentives both monetary and non-monetary are also given to the employees in private sector. Merit progression i.e. reward according to performance and incentive schemes are also a part of the salary package in the private sector.Employee satisfaction is a major concern of most of the private organizations who wish to have a motivated work force and a vibrant culture. Thereby these private organizations evolve a competitive compensation structure, which enables them to eliminate one of the major causes of employee dissatisfaction and retain skill based human resource.Ques. 3. What are the ideal features of an effective incentive scheme?Ans. Incentive plans envisage basic rate usually on time basis applicable to all workers and incentive rates payable to the more efficient among them as extra compensation for their meritorious performance in terms of cost, time, improvement in quality etc. It may be in the form of bonus or premium.The characteristics of these incentive plans areas follows:1. Minimum wages are guaranteed to all workers.2. Incentives by way of bonus, etc are offered to efficient workers for the time saved.3. A standard time is fixed and the worker is expected to perform the given work within the standard time. The standard time is set after making time studi
es for the performance of a specific job.Ideal features of an effective incentive scheme:• Guarantee minimum wages –It must guarantee minimum wages irrespective of the performance of the worker.• Simple – It must be simple to operate and easy to understand.• Equitable – All workers should get an equal opportunity to earn the incentive pay. Equal pay for equal work should be the rule.• Economical – The incentive plan should not be a costly affair. The benefits must exceed the costs.• Flexible – It must be reasonably flexible so as to take care of changes in technology, demand for and supply of skills, competitive rates in the industry etc.• Support – The incentive plan should take workers and unions into confidence. It should be implemented after consulting the workers and their union. Generally speaking, it should be the out come of mutual trust and understanding between management and workers.• Motivating – The incentive should be large enough to motivate the worker to superior performance. At the same time, there should be checks and balances to ensurethat the worker does not exert himself to painful levels, affecting the quality.• Prompt – There should be very little gap between performance and payment. As soonas the job is finished, the worker should get his (incentive) earnings promptly.Ques 4. Discuss the measures for occupational health and safety at enterprise level and explain the role of top management, unions and the workers in this regard?Ans. Occupational hazards measures call for protecting the workers against which offer the highest practical degree of protection based on current knowledge asa minimum, conformity is required with relevant national standards and codes ofpractices such as those provided by the National Health and Medical Research Council, the code of general principles on occupational safety and health by the government and its supporting codes of practice and by the standards developed bynational occupational health and safety bodies. Therefore some important measures of occupational health and safety at the enterprise level have to be dealt with:• Preventive Measures• Curative Measures• Safety MeasuresPreventive MeasuresThese include• Pre-employment and periodic medical check and examination• Removal of health hazards to the extent possible• Special attention to those who are more vulnerable to risks• Educating the employees about health and hygiene• Training in First aid in case of emergencies or an accidentCurative MeasuresIn this case curing the employee is the key measure here. This can be done by:Removing of any psychological blocks, which may occur as to detention / disqualification from job if detected for illness etc.This should be dealt with immediately and be removed.Safety MeasuresThese measures of safety have to be dealt with very strongly in any organization
. The top management should pay a significant role in dealing with occupationalhealth and safety of its employees. This can be done by the following ways:Active interest of Top – Management is sine qua non for promoting safety:It is the duty of the Top – ManagementTo ensure and enforce safety rules at its premisesConduct periodic reviews and inspections and check for the obsolete and redundant equipments in its premises and write them off.Include safety as one of its agenda in its board meetings.Allot a special fund for the safety measures and related equipments for the well being of its employees.Compliance of statutory measures and enforcement of safety rules:The management should adopt to humane and not merely to the legislative approach to the safety not merely to the legislative approach to the safety norms for the company.Appointment of a safety officer:Safety officer should be recruited specifically for the safety norms of the company and for its employee’s well being. The officer in charge for safety should bewell qualified and educated about his functional field.Education and Training in Safety:The top management should emphasize on proper education and training in safety for its employees.Apart from the top management there is a very crucial role of the workers and the role of union in the safety norms for the benefit and safety of the employees. There contribution for the safety norms can be in the following nature:• To ensure that the employees of the enterprise are suitable and well trained and qualified to handle the job• That the employees of the enterprise don’t indulge into unethical activities suchas alcoholism and other hazardous activities in the work premises.• The unions should be strong to get all the safety measures implemented by the management for its employees.• To investigate potential hazards and dangerous occurrences in their designated area of operation and to examine the causes of any health these hazards, dangerous occurrences and any accidents that may occur.• It is one of the roles of the union to make sure that the machinery and the equipments on which the employees perform their job are in good working conditions and comply with the safety norms prescribed.• Union is responsible to monitor that the working hours of the employees are notstretched to ensure their health and avoid over stressing of its employees at work as this indirectly leads to the safety and well being of the employees.• To represent the employee in case of any help monetary, medical, paid leave required from the management in case of any lapse of safety measures or an accident.• To have access to all relevant health and safety information concerning products, materials or processes to be found in the representative’s area.The Union should be consulted by management prior to all changes in work place,which may have implications for the health and safety of the staff that they represent.
Case StudyAns. 1. In case of Shivani Exports, the objectives of the performance appraisalsystem are not well defined, both to the organization and the employees, which has lead to demotivation and frustration to the new management Trainee Mridhula thereby jolting all her enthusiasm and zeal which she had joined with, leading to disinterest and absenteeism from work.In the Case-Study of Shivani Exports The new incumbent’s job expectations are not clearly discussed as a result she with the best of efforts and skill is not able to project as a leading Fashion designer and leader. Mridhula the Management Trainee is not given an appropriate opportunity/openingto out show her performance, although already acknowledged by her chief buyer Ms. Radha Shaluja about her good performance verbally. The Management Trainee is not been given guidance and proper feedback by Ms. Radha and is not clear with the policies of the company, which comes to her as a shock, on being told by her counter friend and senior colleague Mr. Ramesh Gupta. In this case, in spite of Mridhula initial inhibitions on the job, she has performed to the best of her capabilities, working hard and knowing the fabric, its intricacies, fashion forecasting, inventory control etc, she was not rewarded appropriately as per her performance or considered for any promotion for the good work she did as verbally acknowledged by Ms. Radha Shaluja. Mridhula’s job criteria’s benchmark was not marked to rate her performance level an her past performance was not considered for any of her intrinsic or extrinsic gains. The Trainee was not counseled by the appraiser to meet her objectives and goalsand set her future career path.The above are a few anomalies of the Performance Appraisal System of Shivani Exports, which has lead to the uncalled for proceedings.Therefore, the Performance Appraisal System of Shivani Exports has to be revamped to yield the following results and to meet the aspirations of the employees of that company.Any Performance Appraisal system should seek to address itself to the followingfive aspects that concern almost any employee in every organization. These, which are: Tell me what you expect from me. Give me opportunity to perform Let me know how well I am getting along Give me guidance where I need it. Reward me according to my contributionThe prime objectives of an appraisal system should also consider and take care of the following:1. Define the specific job criteria against which performance will be measured.2. Objectively and accurately measure past job performances.3. Determine reward based on performance-based system.4. Develop programmes (including feedback and counseling) to enhance performance in the current job and prepare and realize the potential for future responsibilities.5. Provision for feedback to subordinate to know where they stand.6. Counseling, coaching, career planning and motivation of subordinates.7. Developing positive superior-subordinate relations.To conclude with, Shalini Exports should develop such a performance appraisal sy
stem that should clearly reflect the The organizations aims and outcomes of appraisal. Take responsibility to evolve objective parameters to analyse and review performance.’ Initiate appropriate follow up action to ensure the performance level of both employee and the organization at whole. To fully motivate and counsel its employees for their prospective future careergrowth and path.Ans. 2. Due to mal-framed Performance Appraisal System in Shalini Exports, thefirst and the foremost thing which Radha as the chief buyer of the organizationshould develop a sound Performance Appraisal System to avoid any scope of future contingency.Appraisal of Objectives:The goal setting is an important factor in Appraisal system, which should be period/time, based and should be determined through the joined discussion of both appraiser and appraisee. This is also termed as Management by Objectives. This helps in evaluation and assessment of performance of the appraisee.Mentor based Counseling:It is very important that the appraiser to perform the Spilt roles as an evaluator as well as a mentor, helper and a counselor to the employee. This helps in improving the job performance as well as career growth and development of the appraisee.Orientation:The appraisee should firmly believe in the policies, values, beliefs and expectations of the organization, for this proper orientation is required.Development Approach rather than Judgmental Approach:The performance appraisal system should be so designed that it is more developmental rather than judgmental. Evaluation should be coupled to deliver growth anddevelopment of the appraisee.Free Flow Communication Channel and Feedback:The communication between the appraiser and the appraisee should well establishto empower growth and development. Also feedback of his past performance shouldbe easily communicated for further growth.Generate ambition and confidence and forecast future career paths:For this proper counseling and career the appraiser should render guidance.Assurance, Guidance and training to be the employees:Proper work related guidance and training should be rendered to the employees so as to achieve his targets.Rewards to be commensurate with performance:Incentive schemes should be introduced and rewards and promotions should be directly linked with performance of the employees, this helps motivating the employee and also results to overall growth of both organization and the employee.Ans. 3. In the above case study of Shalini Exports Ms. Radha and Shalini Exports made a lot of mistakes regarding the Human Resources Management, which plays avery significant role in every organization to accomplish any organization’s objectives and its overall growth. The anomalies scrutinized in Human Resources Management department were: It did not compensate and reward the employee appropriately.
It could not build in team and employee integration in the organization. It failed to satisfy, motivate and maintain high morale of its employees. It did not consider the respect factor employed in the organization. It failed to give proper guidance, career path and development opportunities toits employees. It could not communicate properly the feedback, appraisal of its employee.Thereby Shalini Export’s HRM should deal with the above problems and should ensure the following: To acquire right men at the right job, at the right time and number. To Train and develop the staff adequately. To compensate and reward appropriately. To integrate them and form a teamwork. To motivate, satisfy and maintain high morale of the employee. To ensure respect of human factor employed in the organization. Providing t hem with Job-Satisfaction. Appraising and giving feedback of their performance. Reducing the rate of high turnover. To provide with career development opportunities.ASSIGNMENT – COBJECTIVE TYPE QUESTIONSAns.1 Human SkillAns. 2 Conceptual SkillAns.3. A system, which is self sufficient and self – regulatoryAns.4 Super ordinate goalAns.5 Matrix OrganizationAns.6 It has been reduced to writingAns.7 Right man for the right job.Ans.8 Quality control status of an organizationAns.9 Strategic planning tool.Ans.10 Energy created due to motivationAns.11 SynergyAns.12 SaleAns.13 Developing of alternative strategies during planningAns.14 Motivating people.Ans.15 20 percentAns.16 50 percent listeningAns.17 Human Resource AuditAns.18 Could be destructive and constructive.Ans.19 Establishing fair and equitable pay structure.Ans.20 Recruitment.Ans.21 Latent Conflict.Ans.22 ConciliationMediation Arbitration MediationAns.23 Education and Training Health and Nutrition Fair Wages Equality of Opportunity
Ans.24 Rust out stress syndromeAns.25 Undertake stress audit Spread the message of stress awareness Organize job evaluation Use scientific inputAns.26 AuthorityAns.27 TrainingAns.28 All of the above (below) Reward work done Focus on areas requiring improvement Giving appropriate feedback to individuals.Ans.29 MutualityAns.30 MentoringAns.31 Helping the employee to grow and developAns.32 Organizational culture and climateAns.33 Managers with authority to direct operations in there spheres of activity.Ans.34 Internal Direct Indirect and third partyAns.35 Average behaviorAns.36 Allowing past performance to influence how present performance is evaluated.Ans.37 KRA’sAns.38 Career PathAns.39 TrainingAns.40 The payment of wages Act, 1936.