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 on EduNxt 2. Ensure that you answer all questions according to the marks allocated. 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. Assig nments 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 err ors 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 assignmen t individually. 8. Roll no/Registration Number found mentioned anywhere else except the pl ace provided, the assignments will be rejected. 9. Incase students extra details like contact number, Name found listed any where on this document, the assignments will be rejected. Note: Each question carries 10 Marks. Answer all the questions. (Please type the answers in the same sheet one after another and upload the soft copy on EduNxt for evaluation)

Q1. Explain the role of HR executives in an organisation. Ans. Q2. What are the steps involved in HR planning? Ans. Following are the broad categories of steps involved in HR planning:1. Determining the workload inputs based on the corporate goals and objectives. 2. Studying the the jobs in the company and writing the job description and job specification 3. Forecasting of manpower needs. 4. Inventory of Manpower. 5. Improvement Plans. The five main steps in Human Resource Planning can be set out in the following l ist: Designing a management system to deal with the corporate goals and objectives. This will be designed based on determining the workload needed to achieve these goal s. The overall aim is to ensure the Human Resource systems are being managed in line with the main objectives and goals of the organization as a whole. Studying the current workforce and assessing its effectiveness and potential needs. For instance, the Human Resource department should determine whether roles need to be filled in specific departments in order to meet working quotas or targets . It is then the responsibility of the department to advertise the role and gett ing it filled within a set period of time. This will also include writing up job descriptions and specifications suitable to the role. Looking at the current workforce and making forecasts on any future operational nee ds. This may include restructuring the workforce or outsourcing specific departm ents. By looking at the types of skills needed to fill the roles, the organizati on will be able to get the best suited candidates for specific jobs. This trend forecasting can be achieved by looking at past experiences and looking at other case studies within their sector. Making improvements to plans that are already in place. By taking employee feedback on board, make changes to make all processes more accessible and user friendly. Also make sure staff members are aware of their rights when it comes to materni ty leave or booking annual leave. Making changes and improvements to procedures such as reporting grievances within t

he workplace. Maintaining confidentiality in all cases and ensuring employees ar e treated fairly and with the utmost respect at all times. Make sure there are e ffective action plans in place to deal with all eventualities that could occur w ithin the organization.. Q3. What are the different types of on-the-job and off-the-job training? Q4. What are the benefits of carrying out performance appraisal in organisat ions? Q5. What are the methods of carrying out job analysis? Q6. Ms.Varuna Agarwal is the HR Manager of Milestones Pvt Ltd. She wants to ensure that employee discipline is well maintained. What are the important principles that have to be observed in the maintenance of discipline?