SUPERIOR UNIVERSITY

Human Resource Management

Basic HRM

MBA Professional (Evening)

Session 2007-09

KHALID AZEEM 8257

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a. Contrast management, personnel and human resource management.
Ans:-
Management, personnel and human resource management. Are different
concepts. In management we get the people organized and gather to
achieve the some specific goals. In other words,” Get things done by the
people or with the people effectively and effieciently”.Whereas in human
resources management put the person according their skills. In other
words putting the right person at the right place in the organization”. This
is the difference between management and human resource management
.In Personnel and human resource management are frequently used
interchangeably, it is clear that these are two different aspects. he human
resource department head ,once a single individual heading the personnel
function, today may be a vice president sitting on executives boards and
participating in the development of the overall organization strategy.
Personnel management deals with the holidays and vacations of the
employees. Planning, organizing, leading and controlling are the functions
of the management whereas staffing, maintains, training and development
and Motivation are the functions of the human resource management.
B. Explain the purpose of HRM in an organization?
Ans:-
As we know that HRM means that putting the right person to the right
place”.
Now these days’ organizations are become more complex and this the
period of competition and every organization want the right skillful
workers who can complete their works according to the requirements of
this work. HRM specialists are trained in psychology, sociology,
organization and work design and law. That is why they have the sills and
abilities to paste a right person at the right place of work. So, the
organization fulfill their goals.HRM done different works like planning
company picnics, scheduling vocations, enrolling workers for the health-
care coverage, and planning retirement ,recruitment and selection of the
new employees .That is why ,HRM is become important in the

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organizations. Through this every one has clear mind what he is going to
do.
C. What activities are involved in the staffing function of HRM?
Ans:-
In staffing we have three functions which are as
• Strategic Human Resource Planning
• Recruiting
• Selection
HR managers exists in the darkness, or for that matter, in a receive model.
Not until organization mission and strategy have been fully developed
human resource management begins to determine human recourse needs.
When an organization plans strategically, it determines its goals and
objectives for a given period of time. All the jobs are analyzed and then
recruitment is started.
“Hiring the appropriate employees for the organization”.
The goal of recruitment is to give enough information about the job to
attract a large number of qualified applicants and simultaneously
discourage the unqualified from applying. The after the recruitment, the
next step which 9s come is the process of Selection.
D. What role does HRM play in the strategic direction of an organization?
Ans:-
HRM play a different role in the strategic direction of the organization. It
helps to shape may events like globalization, technology, workforce
diversity, changing skills requirements ,continuous improvement ,work
process engineering decentralized work sites ,teams ,employee
involvement ,and ethics..HRM tells to the organization how much skill
person are required and what kinds of people are required. In this way it
effects on the organization strategic direction of the organization. HRM
must also serve the organization by determining lowest cost strategies to
its HRM practices it must look for ways to reduce personnel costs and find

more effective mean of offering employee amenities.

E.How does HRM effects on all mangers?

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Ans:-One thing should be clear that all other managers for HRM manager
is called Line Managers. Now there is a question hoe HRM manager effect
on other manager’s .No drought they affect on the mangers through
different ways. It is the responsibility of HRM manager to stable the other
managers. If HR department hire that person for the mangers post who has
no idea about that post then it will be harmful for the organization. If HR
department hire the marketing manager but he is not fit for the marketing
department, In fact, he has no skill for nay job or he is fit for the finance
department .In these cases loss only come in the part of the organization.
That is why, HRM affects on the other managers.
Next think that it is the part of the HR managers to measure the
performance of the other managers. So in this way they also affect on
them.
F. Explain how HRM Practices differ in small businesses and in an
international setting?
Ans:-
Practices that go into HRM services include rewarding productive work,
creating a flexible, work-friendly environment, properly recruiting and
retaining quality workers, effective communications. Many of the
practices viewed as the latest HRM”fad,”such as 360-degree appraisals.
These all rewards present only in the international organizations .In small
organizations there will be many things will be missing.
No dought if any small whether it is international organization wants to
motivate their employees then they will have to use these practices.
G.Define employee involvement and lists its critical components?
Ans:-
Involving employee means different things to different organizations and
people, but by and large, for today’s workers to be successful, a few
necessary employees’ involvement concepts appear to be accepted. These
are delegation, participative management, work teams, goal setting and
employee training –the empowering of employees.
Organizations use different techniques to involve the employees. An
employee needs certain amounts of authority to make decisions that

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directly affect their work. Even though delegation was once perceived as
something that managers did when lower levels of management,
delegation is required at all levels of the organization –in essence, peer
delegation, or using influence without authority. Useful employee
involvement requires demonstrate leadership, as well as supportive
management. Additionally, employees need training and that’s where
HRM can make a valuable contribution.
H.Discuss how cultural environments affect human resource management?
Ans:-
No dought culture affect of the department of HRM of the any
organization. Because in the organizations employees come from different
cultures ,this thing crate a problem for the HRM.They have different
lifestyles, family needs, and work styles and more important thing they
have different way of thinking. In these ways it is difficult to handle the
problems. That is why culture affects on the HRM.
I. Describe how changing skills environment affect human resource
management practice?
Ans:-
Skill environment affect on HRM because during the hiring a lot of
candidates are called for interview and only selected the who are require
for the job. In recruitment a lot of candidate are called fro interview. But
this thing is clearly mentioned that only those candidates apply for the jobs
that are qualified. All the process depends on the type of the job.
J.Describe how technology is changing in HRM?
Ans:-
Technology has positive impact on HRM.It helps as by linking computers,
telephones, fax machines, copies printers and the like, they disseminate
information more quickly. Knowing the effect of technology, helps
managers better facilitate human resource plans, make decisions faster ,
more clearly define jobs and strengthen communications with both the
external community and employees. Technology has help in the process of
recruitment. Many applicants drop their resumes through online. In this
way scanne their resume and make decisions through efficiently. Through

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the help of technology organizations able to selection the require
candidate. The term in HRM is used which is HRIS which stands for
Human Resource Information System.
Q.3) Answer the five questions of case study 2-B “Team Fun”.
Ans:-
A.)Which of the HR functional processes can be identified in Tony’s area?
Ans:-
1. Training and development
2. Motivation

B.)Identify the environmental influences important to Team Fun?

Ans:-
The environment often Team fun is very complex because there is no
proper mangemnt.They have no extra people for work. No body have
appropriate job. Even though the employees of its own company are not
happy and there are no proper rules for checking the goods which they are
manufacturing.

C.)How do its HR functional areas line up with the overall HR Process?

Ans:-

The main role in this conditions in the HR process is the role of Tony who
was acting as a director of the Human resource department and his
responsibilities were like HR managers like they have the responsibility to
train their employees and motivate them for doing a work because he
knew his employees have the abilities to do every type of jobs.

D.)Which motivation theorists has Tony applied to Team Fun?

Ans:
Maslow Hierarchy of need theory is use by the Tony and its
management.Maslow Hierarchy consist of
• Self Esteem Needs
• Self Actualization Needs
• Psychology Needs
• Social Needs

E.)Does Tony need to do anything else to set up a strategic HR function?

Ans:-
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No dought there were a lot of improvements were remaining like Tonry

has the responsibility to improve the skills of the employees because he
knew that his employees have the abilities to do anything. He should make
his training and development programmes.
Q.6) Read the article and prepares the one page summary.
Ans:-
In this article that thing has been discussed is all about HR
practices and how these affect on the productivity. Now firms are adopting
the new practices like problem solving teams, enhanced communication
with workers, employment security, and flexibility in job assignments,
training workers for multiple jobs, and greater reliance on incentive pay.
By adopting these practices we can see high level of productivity than do
more traditional approach involving narrow job definitions ,strict work
rules ,and hourly pay with close suopervision.if we apply these practices
on individuals then these practice swill not create nay affect on
productivity,. Two primary results consistently emerge from the empirical
models. First ,certain forms of incentives wage contracts and related
employment practice raise the performance of the production workers,
relative to their performance under the more traditional employment
practices of fixed hourly pay and extensive monitoring by foremen. The
next thing which we have reviews of theories predicts that clusters of
practices due to complementarities among a firm‘s work practices.
Incentive contrary theory addresses the issues of how to motivate
employees hard when their performance cannot be perfectly measured or
monitored. It suggests that sets of complementary HRM practices will be
effective in addressing the kinds of issues that entire often confront when
designing their employment practices.
In particular firms can overcome free-rider problems by developing a
‘Norm” or “culture” of high effort among employees. According too the
Kandel and Lazear some practices can enhance the effectiveness of group
incentive contracts like careful employee selection, indoctrination and
orientation at the time of entry, team oriented work groups ,and other

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opportunities for workers and managers to meet.HRm practices ,such as
teamwork ,cooperation in problem solving initiatives ,and pay plans that
require subjective evaluations ,should therefore be complements with
objective pay-for-performance plans ,because the objective pay plans the
firm profitability and thus the value of its reputation. A commitment to
longer term employment relations policies once it makes a job security
pledge.
Productivity effects by the HRM practices like incentive pay schemes, the
use of work teams, and enhanced training for the production
workers.HRM practices have a large effect on the production of the
workers performance, while changes in the individual employment
practices have little or no effect. Incentive pay plans and their related
supporting practices raise worker performance, relative to the effects of
more traditional practices in manufacturing, such as fixed hourly pay.

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Q.5) Interview with a Human Resource Manager and ask following
questions.
a. How he/she learnt about Human Resource Management.
Ans:-He told me that he learnt different books and case studies and when
he came in practical line then this is the major part of his careers where he
learnt about human resource management and till every day he getting a
lot new things which making easy to understand the human resource
management.
B.)How attractive the career is?
Ans:-
He told me now these days the concept of human resource management in
the minds of the people is getting established and making its place in the
market. There are lot of jobs in the different companies because now
companies are establishing the HRM department in the organizations for
achieving the organizational goals.
C.)What he/she does on the job and what are he/she job responsibilities?
Ans:-
He told me he done different types of jobs. But the most important in
handle the employees in the better ways. So that there is no or any type of
in justification occur. Firstly our HRM department hires the new
employees then if needed any type of training is required then trained
them TO motivate and attract the employees. The main job which e do are
the clarity of the employees tell them what their responsibilities and what
things are include in their responsibilities.
D.)What are the qualities of good HR Manager?
Ans:-
He answered that he should have the following qualities.
• Ethics in Communication
• Ability to face the problems
• Clarify the Roles of the Employees
• Design the job according to the employee capabilities
• People Oriented

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E.)What are the challenges faced by the Hr Manager?
Ans:-
There are a lot of challenges faced by the HR Managers. The main
problem is faced is culture differences and in these conditions to increase
the motivation level of the employees. They have to reduce the different
conflicts with the help of respective department managers.
They have to make decisions very care fully in giving the reward to the
capable employees. There are many other challenges which have to face
by the HR managers.

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Q.6)Go to society of Human Resource Management’s website
www.shrm.org and follow the following points.
Ans:-
a.)Briefly explain the procedure of student registeration.
Ans:-
GO to Membership on the home page Students Membership

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SHRM Student Membership Application

The secure form located below is for first-time new SHRM Student members. To
Human Resource Management
renew an existing membership, click here.

The SHRM® membership application is also available in a PDF format for mailing and
faxing purposes.

Please be advised that your SHRM membership will not begin until SHRM has received
and processed your membership application. Mail takes approximately 4-6 weeks and
fax takes approximately 2-3 weeks for processing.

*Fields marked in red are required

Contact Information
Prefix:

*First Name:

Middle Name:

*Last Name:

Suffix:

Nick Name:
To select multiple credentials, hold down the Ctrl key,
scroll and click on the credentials that apply. (Note: SPHR,
Credentials: PHR and GPHR credentials will be automatically updated in
your member record if you opted-in to share your
credentials information through HRCI.

This is my: Home Address Business Address

Company Name:

Job Title:

*Country/Region:

*Address Line 1:

Address Line 2:

Address Line 3:

*Zip Code:

*City:

*State:

(1) EXT. (do not include

Telephone:
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 Human Resource Management

B.)Give five advantages of this site for the students.

Ans:-
• There are many advantages foe the students to use it. Some are given as
• They can get different case studies with respect to the HRM.
• They can get different Competitive practices.
• They can get different Seminars on HRM.
• They can get different HR Graduate programmes.HR Undergraduate
programmes.
• They can get different SHRM library.
• They can get different HR measurement.
• They can get Public sector law.
C.)Give five advantages for the Professional.
• Ans:-
• They can get knolewledge how place a job.
• They can get knolewledge articles on career.
• They can get knolewledge corporate training and development
programmes.
• They can get knolewledge on business leadership.
• They can get knolewledge get knowledge on hr technology.
• They can get knolewledge get knowledge on workplace laws.
• They can get knolewledge awards and benefits. Competitive practices.
• They can get knolewledge hr solution.
• They can get knolewledge salary survey directory.
• They can get knolewledge workplace trends.
D.)Write down all the terms states from “j”.
Ans:-

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