INSTRUCTIONS FOR ASSIGNMENT SUBMISSION

1. Completed assignments must be typed and formatted neatly and soft copies should be

uploaded on or before the dates mentioned above. (September 15,2012)

2. Ensure that you answer all questions according to the marks allocated.

MBA – Semester I Assignment 1 - Marks 60 (6X10=60)

MB0043 - Human Resource Management - 4 credits Subject Code - MB0043

*** Please fill in all the details in complete and only in CAPITAL letters

BIPIN PRASAD Name

1205011977

Registration Number

3. Content that has been directly copied from the Internet or the Book will NOT be

accepted.

4. Please attempt all the assignments individually and independently. Assignments that

have been copied and shared among students will be automatically rejected and

disqualified.

5. Please attach correct assignments to correct subjects. Incase of any errors the student

will be marked absent for the specific subject

6. Late submissions will NOT be accepted.

7. Follow assignment format and complete all the details for each assignment individually.

8. Roll no/Registration Number found mentioned anywhere else except the place

provided, the assignments will be rejected.

9. Incase students extra details like contact number, Name found listed anywhere on this

document, the assignments will be rejected.

Note: Each question carries 10 Marks. Answer all the questions.

Q1. What are the objectives of job evaluation?

Answer: The evaluation of the job should be done, while keeping in the mind that the

both management and the employee reach the certain objectives. There are some

important objectives of a job evaluation program:

1) Establishment of sound salary differentials between jobs differentiated on the

skills required.

2) Identification and elimination of salary-related inequities.

3) Establishment of sound foundation for variable pay such as incentive and bonus.

4) Maintenance of a consistent career and employee growth policy/guidelines.

5) In organizations with active unions, creation of a method of job classification, so

that management and union officials may deal with major and fundamental wage

issues during negotiations and grievance meeting.

6) Collection of Job facts:

a. Selection of employees.

b. Promotion and transfer of employees.

c. Training of new employees.

d. Assignment of tasks to jobs.

e. Improving working conditions.

f. Administrative organization, and

g. Work simplification.

The Job evaluation is a scientific method to evaluate proper candidate for job profile.

There are number of benefits of Job Evaluation like solution of the many wage and

compensation related administrative problems.

The Job evaluation of job solves the purpose to choose the

desired or suitable candidate for the post. It sorts the candidate according to their

knowledge and experience that helps the organization in growth & Profitability. It is

beneficial for both of them because it meets & fulfills the demand of each other.

Q2. What are the major problems faced in benefits management?

Answer: It is very essential to every company to provide employee benefits but to

submit those benefits is very complicated and can be tedious, time-consuming, error-

prone, and costly. Ironically, even after investing enormously in employee benefits, the

benefits often fail to produce the desired result for the company and the employees.

Poorly managed benefits plans makes the employees less happy, less loyal and less

productive. The major problems faced in the benefits management are following:

1) The dilemma of finding the right balance of benefits and case compensation is

on-going one. Like compensation, benefits etc.

2) The main leveraging the investment made by organization on benefits can be got

by proper communication making employees aware of them.

3) It also includes, providing clarity on how to apply for and claim benefits, as well

as hold road-shows show-casing the benefits and what the employee can avail.

4) There should be the participation of the employees in the “Total compensation

package”

We can take an example that, the average employer

spends $14,000 on benefits per employee per year (more than 42% on top of

payroll according to the U.S. Dept. of Commerce), but employees don't fully

recognize or appreciate it: employees typically undervalue their benefits at less

than 50% of their actual cost.

Q3. State the major career development activities found in organizations.

Answer: In an organization following career development activities are used to develop

the career.

1) Self-assessment tools: - In the self-assessment technology is a essential part of

the performance appraisal system and allow the candidate to measures and

identify its own strength and equally identify career paths that would leverage

these strength the best like career planning books , career workshops hosted by

the organizations. Etc.

2) Individual counseling: - The process allows for Individuals to understand this,

as a part of the performance management process with their immediate

managers and share and take feedback on the appropriateness of the choices

and how to go about pursuing it. Sometimes managers also suggest to other

managers and leaders who the employee can link with to seek advice and

support. The employ can also participate into the “mentoring program”, that he

can then provide the support and counseling on the best career option and how

to achieve it.

3) Information Service: - Every organization has policies that at what skill and

experience each job requires. Jobs with similar skills and experiences are

clubbed together to create parallel career paths.

4) Initial Employment Programs: - Some organization also run internship and

apprenticeship program where any individuals aspiring to do a particular job

can spend some time as a temporary employee to explore their skill and interest.

5) Organizational Assessment program: - The main purpose of the assessment

centers in the identification of area where they can improve their carrier and

develop their skills. Certain organization offer Psychological Testing instruments

which profile the employee’s strengths and roles and responsibilities.

6) Development program focus: - it focuses on the effort of the employee towards

helping the employees to achieve their carrier goals. Some tools are very

effective in assessment like Job rotation program, in-house training, tuition refund

plans, and mentoring etc.

The most important factor which is important in

the carrier development is that the employee should have a tendency to develop

and individual’s career plan.

Q4. Explain the need for human resource planning.

Answer: The needs for human resource planning have been following:

1) To carry on its work, each organization needs competent staff with the necessary

qualification, skill, knowledge, work experience and aptitude for work.

2) Since employee exit and organization both naturally and unnaturally, there is an

on-going need for hiring replacement staff to augment employee exit.

3) In order to meet the need for more employees due to organizational growth and

expansion, this in turn calls for larger quantities of the same goods and services

as well as new goods. This growth could be rapid or gradual depending on the

nature of the business.

4) Often organization might need to replace the nature of the present workforce as a

result of its changing needs, therefore the need to hire new set of employees.

5) To meet the challenge of the changed needs of technology, product or service

innovation the existing employees need to be trained or new skill sets induced

into the organization.

6) Manpower planning is also needed in order to identify an organizations need to

reduce its workforce. In situations where the organization is faced with severe

revenue and growth limitation.

Q5. What are the factors that impact recruitment in organizations?

Answer: The factors that impact recruitment in organization are following:

1) The size of the Organization- as much the organization is smallest, there need

to more carefully for scrutinize because there may be possibility of mismatch of

job-candidate, which can prove expensive for a smaller organization as

compared to the large one.

2) The employment condition in the country where the organization is located-

In this process it should be considered during recruiting the candidate that the

selection of the tool is most suitable and legal framework.

3) The effects of past recruiting efforts which show the organization’s ability

to locate and keep good performing people- The hiring organization should

review the effectiveness of the recruiting methods and the selection tools used.

4) Working condition and salary and benefit packages offered by the

organization- This may play an important role in the influencing the turnover and

necessitate future recruiting.

5) The level of seasonality of operations and future expansion and production

programmers- The recruiters should keep in mind that, there is no over-hiring or

under-hiring of the required talent to achieve the organizational objectives.

6) Culture, Economic and legal factor- These too affect the recruiting and

selection method that are used.

Q6. Assume yourself as an HR Manager. You have been given the responsibility

of promoting the rightful employees. For this, performance appraisal of the

employees must be carried out. What appraisal method would you choose?

Justify.

Answer: If I am a HR Manager and got responsibility of promoting the rightful

employees and performance appraisal of the employees must be carried out, in such

condition I will want to use “Individual Evaluation Method”.

In main objectives of performance appraisal is to evaluate the

term of quality, quantity, cost and time because it is a part of guiding and managing

career development. During performing the “Performance appraisal” some points should

be keep in mind, which has been discussed below:

1) Give employees feedback on performance.

2) Identity employee training needs.

3) Document criteria used to allocate organization rewards.

4) Form a basis for personnel decisions, Salary increases, promotions, disciplinary

action, bonuses etc.

5) Provide the opportunity for organizational diagnosis and development.

6) Facilitate communication between employee and employer.

7) To improve the performance through counseling coaching and deployment.

The “Individual Evaluation Method” seems to be

the best method to evaluate the performance appraisal; this method used graphic rating

scale and its aims to measure the quality of performance and ability to do the present

job. The forced choice methods are used to at the time led to a preponderance of higher

rating, which made promotion decisions difficult. The essay evaluation summarizes and

elaborates on some of the ratings, or discusses added dimensions and elaborates on

some of the ratings added dimensions which are not captured by the scale. . there are

some other measure have been also listed like management by objectives, Critical

incident technique, checklists and weighted checklists and behaviorally anchored rating

scales.

Individual Evaluation Method evaluates the complete performance

of the employee, which is very essential in the performance appraisal. So, According to

me the Individual Evaluation Method is very important to access the complete

information about the employee for appraisal.