1. Submitted to
Prof. Dr. Sheikh Abdur Rahim
Lecturer
School of Business Studies
Southeast University
Submitted by
Najmun sayem
ID: 2019010000031
HRM 425
Sec:4
Email: 2019010000031@seu.edu.bd
Date of Submission: 20/04/2022
2. Answer to the question no:7
Technology:
Technologyisthe continuallydevelopingresultof accumulatedknowledgeandapplicationinall
techniques,skills,methods,andprocessesusedinindustrial productionand scientificresearch.
Explore the marketplace to selectthe right technologyfor the company.
Technologyisthe backbone toany digital business,letalone marketplaces.Indeed,choosingwhich
technologywillpowerthe marketplace businessisasimportant as decidingonthe revenue model or
howto brand the marketplace.A marketplace canbe builtusingseveraldifferenttechnologysolutions:
fromopensource software thatthe marketplace’sengineerscancode themselves,toaSaas e
commerce solutionlikeShopery.Thisisnota choice to be takenlightly:once youhave pickedyour
marketplace technology,itwillhave asizeable impactonyourbudget,yourin-house talentneeds,
internal processesandthe overall scalingof yourbusiness.
Whendecidingonyourmarketplace technology,there are certainfactorstobearin mind.Althoughin
manycases the factors forthisdecisionare the same onesfacingonline store owners,marketplace
ownersneedtomake sure theyare evaluatingatechnologythatfulfilstheirmarketplace-specificneeds,
such as catalogue,sellerandcommissionmanagement.Ingeneral,the mainfactorsthatwill drive the
decision-makingprocessformarketplace ownersare theiravailable budget,the requiredtime-to-
marketand the availability of dedicatedtechnicalknow-how withintheirteam.
The marketplace technologyyouchoose will dependonall these factors.Makingthe rightdecision
meanstakinga goodlookat yourcurrentsituation,financesandskillsandleveragingthatinformationto
your advantage.Tohelpyouon yourjourneytoselectingthe righttechnology,inthisarticle we will
explainthe prosandconsof the differentoptionsavailabletoyou.
These include:
1. Developingyourmarketplace fromthe groundup.
2. Buildingyourmarketplace fromexistingsoftware.
3. LeveragingaSaas solutionforyourmarketplace.
3. Answer to the question no:6
Environmental scanning:
Environmental scanningisthe processof gatheringinformationabouteventsandtheirrelationships
withinan organization'sinternalandexternal environments.The basicpurpose of environmental
scanningisto helpmanagementdetermine the future directionof the organization.
The way I can handle the environmental scanningfunction.
Environmental scanningisaprocessthat systematicallysurveysandinterpretsrelevantdatatoidentify
external opportunitiesandthreatsthatcouldinfluence future decisions.Itiscloselyrelatedtoa
S.W.O.T.analysisandshouldbe usedaspart of the strategicplanningprocess.
Componentsof external scanningthat could be consideredinclude:
Trends: What trendsare occurring inthe marketplace orindustrythatcouldaffectthe organization
eitherpositivelyornegatively.
Competition:Whatis yourcompetitiondoingthatprovidesthemanadvantage? Where canyouexploit
your competition'sweaknesses.
Technology:What developmentsintechnologymayimpactyourbusinessinthe future.Are there new
technologiesthatcanmake yourorganizationmore efficient.
Customers:How isyour customerbase changing. What isimpactingyourabilitytoprovide top-notch
customerservice?
Economy: What is happeninginthe economythatcouldaffectfuture business.
Labor supply:Whatis the labormarket like inthe geographieswhereyouoperate. How canyouensure
readyaccess to high-demandworkers.
Political/legislativearena:What impactwill electionoutcomeshave onyourbusiness.
Whenconductingan environmental scan,avarietyof methodsshouldbe usedtocollectdata,including
reviewingpublications,conductingfocusgroups,interviewingleadersinside andoutside the
organization,andadministeringsurveys.Environmental scanningisanimportantcomponentof strategic
planningasit providesinformationonfactorsthat will affectthe organizationinthe future.The
informationgatheredwillallow leadershiptoproactivelyrespondtoexternalimpacts.
4. Answer to the question no:2
Jabir Corporation can establisha good HRIS in the company as an HR manager.
Whenusedproperly,a HRIS can be a valuable tool forstrategic planningandimplementation.HRIS
informationshouldhelpdecision makersbetterunderstandhow humanresource managementcanbe
valuable competitive tool.Itcanbe usedto monitormorale,efficiency,andlaborcosts.Itcan be usedto
planfor the future humanresource needsof the firmoranticipate changesinthe competitive
environment.Itsuse islimitedonlybythe extentto whichthe organizationusesittomake strategic
humanresource decisions.
Typesof HRIS
Concentrated:
a. CentralizedComputerFacility
b. StrongManagementControl
c. ReducedCosts
d. LimiteduserFlexibilityandAccess
Distributed:
a. Central Facilitywithothersitesconnected
b. Strongmanagementcontrol
c. Increased userflexibilityandaccess
Independent:
a. Multiple Systems
b. Minimal managementcontrol
c. Highuser accessand flexibility
d. Highcosts and redundancyof functions
Hybrid:
a. A mix of systemdesigns
b. Allowsforcentralizationof certainfunctions
c. and decentralizationof other
d. Flexibilitylevelsvary
e. Highercosts thanotherconfigurations
A prime reasonforan organizationtoinstall aHRIS isto make it easiertofindinformation.
5. The impact of employee experience onyourorganization’ssuccessdrives the demandforsmarthuman
resource managementinformationsystems(HRIS) thatare fullyautomated,connectedwiththe current
technologyandemployee centric.
Answer to the question no:1
There are rapidlychanging environmental issuesthat managers have no control over
In orderto improve the strategicalignmentof staff andotherresources,it’sessentialtounderstandhow
to create a strategicHR planningprocess.Atitsmostbasiclevel,strategichumanresource planning
ensuresadequate staffing tomeetyourorganization’soperationalgoals,matchingthe rightpeople with
the right skillsatthe righttime.
1. Assesscurrent HR capacity
The firststepin the humanresource planningprocessistoassessyourcurrentstaff.Before makingany
movestohire newemployeesforyourorganization,it’simportanttounderstandthe talentyoualready
have at your disposal.Developaskillsinventoryforeachof yourcurrent employees.
2.Forecast HR requirements
Once you have a full inventoryof the resourcesyoualreadyhave atyourdisposal,it’stimetobegin
forecastingfuture needs.Will yourcompanyneedtogrow itshumanresourcesinnumber.Will youneed
to stickto your currentstaff but improve theirproductivitythroughefficiencyornew skillstraining.Are
there potential employeesavailableinthe marketplace.
It isimportantto assessbothyourcompany’sdemandforqualifiedemployeesandthe supplyof those
employeeseitherwithinthe organizationoroutside of it.You’ll needtocarefullymanage thatsupply
and demand.
Demand forecasting
Demandforecastingisthe detailedprocessof determiningfuture humanresourcesneedsintermsof
quantitythe numberof employeesneededandqualitythe caliberof talentrequiredtomeetthe
company'scurrentand future needs.
6. Supplyforecasting
Supplyforecastingdeterminesthe currentresourcesavailable tomeetthe demands.Withyourprevious
skillsinventory,you’llknowwhichemployeesinyourorganizationare available tomeetyourcurrent
demand.You’ll alsowanttolookoutside of the organizationforpotentialhiresthatcanmeetthe needs
not fulfilledbyemployeesalreadypresentinthe organization.
2.Developtalent strategies
Afterdeterminingyourcompany’sstaffingneedsbyassessingyourcurrentHR capacityand forecasting
supplyanddemand,it’stime tobeginthe processof developingandaddingtalent.Talentdevelopment
isa crucial part of the strategichumanresourcesmanagementprocess.
Recruitment
In the recruitmentphase of the talentdevelopmentprocess,youbeginthe searchforapplicantsthat
match the skillsyourcompanyneeds.Thisphase caninvolvepostingonjobwebsites,searchingsocial
networkslike LinkedInforqualifiedpotential employees,andencouragingcurrentemployeesto
recommendpeopletheyknowwhomightbe agoodfit.
Selection
Once you have connectedwithapool of qualifiedapplicants,conductinterviewsandskillsevaluations
to determine the bestfitforyourorganization.If youhave properlyforecasted supplyanddemand,you
shouldhave notrouble findingthe rightpeople forthe rightroles
7. Answer to the question no:5
Databasescontaindifferenttypesof informationforHRmanagementandplanning.Itisimportantto
have secure privacy.
HR databasesare usedbyHR professionalsorthe personresponsible forHRinsmallerbusinessesto
store personal informationrelatingtotheiremployees.There are oftenmanyareastoan HR database,
as there isa wealthof tasksthattheycan helpwith,suchasrecordingtrainingdetailsormanaging
recruitment.
Data storedcan include everythingfromemployee detailstomanagerinformation,holidayand
absenteeism, rotasorstandardworkinghours,clockingonandoff times,timesheetsandexpenses,plus
any otherinformationthatcanassistHR withworkforce management.
Secure databasesare the bestoptionbecause thatwaystaff onlyhave access to the data that is
applicable fortheirjobrole.Withsomanylegal considerationstothinkaboutwhenhandlingdata,
havinga systemthathas all of the relevantsecuritymeasuresinplace takesitoff the dreadedToDo
List.SimplyPersonnel’score modules –Personnel Manager,TrainingManagerandRecruitment
Manager – are designedtobe accessedbyHR or managementstaff,whereasEmployee Self Service isa
module dedicatedtoallowingstaff tocontribute totheirownHR admin – reducingthe burdenonthe
HR team.
An employee maylogcertaindatathemselves,suchaswhatworktheyhave completedeachdayor the
hourstheyarrived/finished.Teamleadersmayalsobe able toaccessthe informationthatrelatestothe
staff whoreportto thembut otherconfidentialdata,like salary,canstill be keptprivate.Theremay
thenbe one or more membersof the HR teamwhohave a BigBrother-type view of the systemwith
access to all of the data, inorder to produce reportsor make anynecessarychangesat toplevel
Security:
For customerstakingthe private cloudoption,the dataisstoredonour serverand we place very tight
securityonit.We alsotake securityto the nextlevel byallowingthe HRsystemadministrator(master
user) to assignaccesspermissionstothe otherusersbasedonwhat theyneedtouse the systemfor.For
instance,if youhave the TrainingManagermodule andone memberof yourteam issolelyresponsible
for lookingafterreportingontrainingthenthe administratorcangive themreadonlyorunrestricted
8. access to thispart of the software withoutthembeingable tosee anythingelse.Furthermore,if your
companyhas three modulesbutyouwantto assignone module perstaff member,the mainsoftware
administratorcanalsocontrol that.
The managementof employeeshascome alongway fromthe oldendayswheneverythingwouldbe
loggedinjournals oras paperfiles;nowthere are manydifferentHRsoftware solutionsavailable to
automate complex HRprocessesandmake the sortingof data easier.
HR databasesworkto give HR professionalsanyinformationorreportsthattheyrequire;thereforeitis
importantto ensure thattheyare fit-for-purpose.A wealthof datacan be storedbut shouldonlybe
visible tostaff ona permission-basis.All businesseshave toundertake HRfunctions,whethertheyhave
a dedicatedHRteam or not,so whoeverhasthe responsibilityforsuchtaskswouldbe the ideal person
to manage the HR database.Suchdatabasesare usuallyemployeedatabasesandnotclientones
because theydonot holdinformationrelatingtocustomersbutare solelyformanagingthe workforce.
