HR01 Human Resource Management

Assignment No.I
Assignment Code: 2011HR01B1 Last Date of Submission: 30th Sept 2011 Maximum Marks:100

Attempt all the questions. All the questions are compulsory and carry equal marks.

Section-A Ques. 1 Ques. 2 Ques. 3 Ques. 4 What are the objectives of HRM? How the functions of HRM relate and contribute to its Objectives?

Define Job Analysis. Explain any four methods of collecting Job analysis data.
Discuss the four phases of a HR planning process. Which of the four phases, in your opinion, is the most critical phase in determining the success or failure of HR planning? Define Global HRM. How is it different from domestic HRM? Give examples.

Section-B Case Study About a year ago, Pedros Printing was looking for a new managing editor of a specialty line of magazines. The previous editor retired after 25 years on the job. The editors and the HRM department debated about the key requirements for a new managing editor. Some felt it was knowledge of the business, others thought it was interpersonal skills to get along with the staff. A few others believed it was the ability to attract writing talent and subscribers. Finally, it was decided that HRM would screen candidates and the editors would interview finalists with HRM, but that the HRM director would make the final choice to avoid competition among the editors. Advertisements were placed nationally. A number of candidates were tested and interviewed by the HR manager, and references were checked. After a long search, a new managing editor was hired and he was a disaster. Though he was completely competent as an editor and fit well into the companys culture, he tended to run roughshod over his staff, driving a couple of talented, up-and-coming editors to leave for jobs with competitors. He liked being an editor, and being the boss, but he did not want to solicit writers or subscribers. He offered no ideas or direction as to how to increase circulation. After 10 months the publisher let him go and began looking for a new managing editor. This time, they want to find someone who wants the job and has the right skill and personality mix. They want someone who can start quickly and doesnt need to be trained into the company. The ability to innovate is not critical, just the ability to work hard. Due to the expense of the fiasco, money for

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recruiting is now tight. They also want to be certain they dont make the same mistake a second time. 1. 2. above. 3. 4. What performance criteria would be used for this position? Give reasons. Do you think induction training would have prevented the first disaster? Give reasons for Analyse the mistake the company is making with regard to identifying the Job Specification. Prepare the Job Description and Job Analysis for the Managing Editor. You can use

information beyond the facts given in the case but must be relevant the requirements outlined

your argument.

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HR01 Human Resource Management

Assignment No.II
Assignment Code: 2011HR01B2 Last Date of Submission: 15th Nov 2011 Maximum Marks:100

Attempt all the questions. All the questions are compulsory and carry equal marks.

Section-A Ques.1

Describe the process of Performance Management and explain any four methods of Performance Appraisal.

Ques. 2

Assume yourself a Training and Development Manager of a company which owns a chain of 4 star hotels across major cities in India. How will you identify training needs of the front line staffs of the company? Explain the concepts of career planning and career development. How a management trainee can develop his/her career?

Ques.3

Ques. 4

Fringe benefits are important components of employment remuneration. Discuss. Section-B

Case Study

Resources International, Inc. (RII) is going through a major organizational change. Theyve decided to start at the very beginning and rethink the whole organization. They believe that employees will be most strongly motivated if they experience meaningful work, take responsibility for outcomes, and receive regular feedback.

When the HR team comes to analyze jobs as part of the change process, they have to choose the best technique for their situation. They need to know what the incumbents do in their jobs, and they need behavioral descriptions from which to build their new performance appraisal system and training programs. Finally, RII is looking at their current staffing practices and trying to decide what type of workforce they need for the future. Their business is highly technical, requiring highly experienced employees. But product demand is volatile. It can double or be cut in half from one year to the next, depending on the economy and competitors actions. Innovation is key in RIIs product development. In order to manage all the HR information generated for and during the change, RII has initiated an HRIS system.

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Questions Based on the background given prepare a document that outlines the following policies for this company: 1. Recruitment Policy 2. Reward and Compensation Policy 3. Training Policy 4. Employee Relation Management Policy

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