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Learn as much as you can while you are young, since life becomes too busy later.
~Dana Stewart Scott

Assignment By: Merwin ALVA ---------------------Just as Reference------ Dont copy ------------
Human Resources Management MB0043 (Assignment winter 2013)





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Learn as much as you can while you are young, since life becomes too busy later.
~Dana Stewart Scott

Assignment By: Merwin ALVA ---------------------Just as Reference------ Dont copy ------------
Q.1= Human Resource refers most unique assets of an organisation. It involves all management
decisions and practices that directly affect or influence the people. It looks after compensation,
payrolls, employee records, human resources policies, training & development, performance
appraisal, behaviour and attitude of the employee towards the companys work and customer
focus etc., depends upon the nature & the size of the firm.

According to Fisher, Schoendfelt and Shaw, Human Resource Management involves all
management decision and practices that directly affect or influence the people or human
resources who work for the organisation.
Basically the human resources management is classified into two major categories:
1. Managerial function of HR Dept: The managerial functions include the following:

a) Planning: Planning refers to plan the future course of action, desire & ability to execute.
b) Organising: To organise manpower required skilled & unskilled also have to organise the
training required. To organise the basic administration work coordinate with Senior Admin.
c) Directing: To direct the available resources towards the organisational goal & vision.
d) Controlling: To control the programs overall. To rectifies errors & ensure actions plan.
2. Operative function of HR Dept: The operative function includes the following:

a) Employment: It is the first operative function of HRM. It is employ suitable employee as per
the requirement of his\her job profile. Further it is classified
I) Job analysis: To analysis the job requirement in terms of education, ability, skills & talent
technical knowledge & some other factors.
II) HR Planning: To forecasting the HR requirements of a firm & making suitable adjustment.
III) Recruitment: It is a process of seeking and attractive to suitable candidate against the
vacancy in the organisation.
IV) Placement: After the recruitment process the candidate gives his\her acceptance of the offer
by the company. Placement need to be decided based on the needs of a firm.
V) Induction: It is a process of introducing the company & its policies, culture, tradition,
procedures, practices, nature of business etc. It is always done after the placement process and
basically done at the starting days of a candidate in the company.

b) Human Resource Development: It concentrates on developing the workforce so that
organisation achieves their goals. It focused on the strengthening the knowledge, skills&
productivity of the employee so that we can be more productive and quality work.
It involves the function:
I) Performance appraisal.


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Learn as much as you can while you are young, since life becomes too busy later.
~Dana Stewart Scott

Assignment By: Merwin ALVA ---------------------Just as Reference------ Dont copy ------------
II) Training.
III) Management development.
IV) Career planning and development.

c) Compensation Management: It includes all the rewards that an employee received during his
tenure of working by his production & quality. Other than that it also looks after Job
Evaluation, Wages and salary administration, Incentives, Fringe benefits i.e. this benefits are
some monetary and non monetary benefits, some companies have it post employment depends
upon the HR policies of the company.

d) Employee Relations: It deals with employees, in organisation context which includes
motivating the employees, supporting programs and all.































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Learn as much as you can while you are young, since life becomes too busy later.
~Dana Stewart Scott

Assignment By: Merwin ALVA ---------------------Just as Reference------ Dont copy ------------
Q.2=. Quality educational and research has recognised worldwide. There have been vast
changes in technology which lead to superior quality life style in the country especially urban
areas.
There is strong cultural impact of the hiring practices, compensation (salaries & wages),
standards, benefits, performance rewards and payout which have word in a better way in
HRM. The Indian culture is one that deeply rooted with its values & beliefs in the nature of
working. The priority to work among Indians is found to be the most. Work culture-wise, the
natural ability to work hard and long hours It is been noted by the hr experts that Indian are
quick accepting diverse view and ideas. They are of diverse religious & religion culture. Due to
available of large candidate suitable for the vacancy, the human resources has more competitive
advantage to choose the best suitable. As in India 63.6% of people belong to the age group of 15
yrs to 64 yrs. The urban part is overpopulated is quickly moving to 2 tires to 3 tires cities, the
cost of living and wage rate is quit competitive.

Human Resources Management (HRM) Challenges:
Challenges are always a part of professional environment nowadays. HR has to always upgrade
the skill set of employee through training and development. Any change in an organisation at
working environment bring along with it subsequent changes in the working environment.
Therefore there is a challenge of HR to handle several issues, attracting right talent who meets
international work standards, designing work teams, faster communication, innovations and
strategies. Technologies changes are rapid for the organisation to develop, hence managing
change in technology is one of challenges that Human Resource faces in India.
To provide training on subject matter to upgrade information on Human Resources
Information System. Organization having six sigma methodologies have lowered their tolerance
levels of mistakes, delays & error therefore it is a challenge to train employee to take
responsibility facing in India.
Managing workforce stress and employee relations: This department is the face of the
organisation it hires & fires the employee for particular reasons. The hr dept is not emphatic
towards workforce further it will not help the employee relations factors
Intern-function conflicts & workplace diversity: To manage the diverse work force with
employee of different thinking is a huge challenge for the HR in the emerging Indian economy.






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Learn as much as you can while you are young, since life becomes too busy later.
~Dana Stewart Scott

Assignment By: Merwin ALVA ---------------------Just as Reference------ Dont copy ------------

Q.3= HRIS is also known as HRMS (Human resources management system) in many
organisations. It contains information of the employee & details like payroll, attendance,
performance details, positions grade, career chart, benefits administration, leave forms &
application, reporting manager details etc. HRIS is software packages that address hr need with
respect of its planning, employee information access and employer regulatory compliance. It is
a database as it has all the record of its employee & ex employee from the date company started.
There are three (3) components of HRIS:
1) Receiving data as input from different sources.
2) Storing the processing the inputs details with the purpose of transforming them into
meaningful information as an output.
3) Generating output in different forms as required.

HRIS performs activity with the components:
Inputs: Inputs are data related to employee. HR policies and company goals and information
about the statutory provision entered in HRIS.
Data processing: To store the data & process of data by a computer with the help of software
that issues instruction for processing.
Output: it refers to generation reports in the form required by the HR.
Applications of HRIS:
Human resources have to handle many things in the organisation including increasing
employee and other activities.
1. Application tracking system: To give support to the recruitment, selection process is the main
objective of this applicant.
2. Training and developing system: To help the employee to gain new knowledge about their
work. Its also facilitates workplace e-learning to employee as a part of the training programme.
3. Compensation management system: These applications particularly aim at payroll system,
payments and considers as the employee working hours, attendance & productivity.
4. Performance management system: The main goal of this application is to track the
productivity details of the employee.
5. Manpower planning system: To manage the employee inventory and supports several HR
activities.
6. Succession planning system: To identify and selected employee into the succession channel.
7. Grievance management: To assist the management in pre-emptying the employee grievance
by analysing the nature, sources & frequency of the previous records.


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Learn as much as you can while you are young, since life becomes too busy later.
~Dana Stewart Scott

Assignment By: Merwin ALVA ---------------------Just as Reference------ Dont copy ------------


Q.4= Discipline is the best defined as the observation of principals, rules, procedures, practices
written by the firm inside the premises of the company to the employees or the group of the
employees of whom these apply for smooth and effective functioning of the organisations.
Discipline in simple words can be referred as rules and regulations presented in ethical manner
for the benefits of the employee & company sentiments.
According to Dr Sprigal, It is force that prompts an individual or a group to observe the rules,
regulation and procedures which are deemed to be necessary to the attainment of an objective
In practical form, employee misconduct does not mean strict and technical observance of rigid
rules and regulations.
Basic guidelines of disciplinary policy:
1. Location of responsibility: The responsibility of creating awareness regarding discipline
a responsibility of every individual in the organisation. In case for indiscipline the inline
manager or the N+1 has to issue verbal or written warning based on the criticality of the
subject.
2. Proper formulation and communication of rules: The employee are expected to behave
as per the rules and regulations laid down by the organisation. Employee must behave
on responsible manner. These rules must be formulated carefully with the available of
management of an organisation and should be fair practices to implement.
3. Rules and regulations should be reasonable: This is one of main guidelines are there are
companies which restrict each and everything in the office which does nothing but
reduces the freedom of the employee & reduces the productivity of the employee.
4. Equal treatment. An employee should realise the consequence of inappropriate
behaviour against the norms of the rules. No special treatment should be there all the
employee must be treated equally.
5. Disciplinary action should be taken in private: The reprimand for non compliance needs
to be carried out in privately. This ensures that the wrong things are corrected and
wrongdoer is punished. The organisation must watch that it needs to be watchful being
respectful and in confidential manner.
6. Importance of promptness in taking disciplinary actions: It is always said that justice
delayed is justice denied therefore the corrective measures should be prompt. Handling
the issues slowly can lead to resentment (unfair) to the employees.
7. Innocence is presumed: As per fundamental right of the human being till the guilt is
proved, innocence must be presumed.


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Learn as much as you can while you are young, since life becomes too busy later.
~Dana Stewart Scott

Assignment By: Merwin ALVA ---------------------Just as Reference------ Dont copy ------------
8. Get the facts: It is important to ensure that all records of offence have been checked &
any previous warnings are review closely.
9. Action should be taken in non threatening atmosphere: based on appropriate evidence
management can take a proper action against the accused


Q.5= Grievance is the job dissatisfaction of the employee. It is nature of human to
express discontentment when we feel it. Employee differ individual in their needs,
expectations and behaviour. When their needs are not satisfied or their objectives is not
achieved the result, the result is employee dissatisfaction. It is very difficult for
management to keep all employee satisfied and motivate them all the time.
The good grievance procedure is legal sustainable, easily understandable, highly flexible
& should be mutually accepted by the relevant parties.
Causes of Grievances:
1. Economic: when we talk about the economics cause there are wages, salary, bonus,
incentive, Overtime etc are less than the market or compared to others. Employee may
feel dissatisfied and cause grievance.
2. Work Environment: workplace also matter a lot when it comes to continuous working
poor conditions of workplace, tight productions rules, defective tools and machinery or
equipment, poor quality material unfair rules etc.
3. Supervision: It is related to attitude, ego & behaviour of the supervisor towards the
employee such as perceived notion of favouritism & other unfair practices.
4. Work group: To adjust with his working environment, colleagues, and feelings of
neglects is must, if employee is unable to adjust cause grievance.
5. Miscellaneous: The issues are related to violations with the respect to promotions,
safety methods, transfer, disciplinary rules, fines, granting leaves etc

Grievance handling procedure:
Handling grievance by the management in a proper manner is essential here are few
handling procedures:
Every case in grievance is important no case is less important hence everything should
be in written. Talking to employee who is not satisfied and encourage him to speak the
truth & understand the him\her a patient hearing.
Discuss in private place about the problem and try to solve it accordingly. Handle every
case with the particular time frame so that the case should not be delayed. Examine
company provision & inform the supervisor or n+1 about the grievance. Get all the
relevant facts about the grievance, examine the records of the worker & check with the
witness available.


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Learn as much as you can while you are young, since life becomes too busy later.
~Dana Stewart Scott

Assignment By: Merwin ALVA ---------------------Just as Reference------ Dont copy ------------
Gather information for the different dept representative what he has to say & his\her
wants. Give short answers uncovering the truth as well as provision. Treat everyone
equally. Control your emotions, you remark and behaviour & understand the concern
first than try to solve it accordingly.




Q.6= Competency mapping can be expressed as a sum of knowledge, skills, personality
of an individual & attitude for requirement needs of the company. In organisation
employee skills, knowledge and ability is not sufficient to achieve their desired goals.
Identifying key competency of an organisations in whole process i.e. job evaluation,
training etc. The chapter brief about competency in the behaviour about communication
and leadership. The few important steps of competency mapping are:
1.To completes PIQ (Position Information Questionnaire) by doing job analysis. The
objective of this understands the feel towards the key behaviours necessary to perform.
2. Using the result of job analysis, next step is to develop the competency job based on
the data received.
3. By using the competency based job description you can begin with mapping the
competencies throughout human resources process.
4. You can use the result of evaluation to identify in what competencies individual need
additional development or training & will help to focus your training needs on the goals
of the position towards the ultimate success of the firm.

FLEXI TIME:
It is scheme on working hours arrangement. According to this scheme there is no
working hours fixed for example, 10 am to 4 pm or 11am to 5 pm or etc. There will be
fixed hours for the week or month, usually nowadays organisation has set 48 hrs or 50
hrs in the week as per work. Therefore the employee can come and go at any time in
consideration that the employee that is complete the weekly given hrs at the end of the
week. Every Company has their own HR policies & their country labour or employee
policies. While implementing this scheme both the points are considered.

In our chapter we have studied the typical flexi time scheme which is classified into
some factors like: Flexitime, Core time and flexible lunch hours.
This scheme benefits it increase the flexibility of the employee so that they can spend
time with their near and dear ones, on the other hand these scheme will help the
employee to motivate to do more work when there is high load of works.


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Learn as much as you can while you are young, since life becomes too busy later.
~Dana Stewart Scott

Assignment By: Merwin ALVA ---------------------Just as Reference------ Dont copy ------------
As there are some much advantages of this scheme there are some disadvantage if this
scheme is not monitored properly there is a chances that the employee misuses.