Essentials of HRM

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Essentials of HRM

Internal Assignment Applicable for June 2016 Examination

Assignment Marks: 30

Instructions:

·         All Questions carry equal marks.

·         All Questions are compulsory

·         All answers to be explained in not more than 1000 words for question 1 and 2 and for question 3in not more than 500 words for each subsection. Use relevant examples, illustrations as far aspossible.

·         All answers to be written individually. Discussion and group work is not advisable.

·         Students are free to refer to any books/reference material/website/internet for attempting theirassignments, but are not allowed to copy the matter as it is from the source of reference.

·         Students should write the assignment in their own words. Copying of assignments from otherstudents is not allowed.

Question. 1. Imagine you to be a training manager of a retail firm. Off late there a lot of absenteeism andturnover of employees taking place. You need to develop a training programme for theemployees. Discuss all the necessary steps required for a training process. (10 Marks)

Answer:In your occupation, you may have invested energy sitting through training sessions of flawed quality. Presently your supervisor has allocated you to build up a training program at work for whatever is left of the division. You don't need your system to be another exhausting or pointless session, yet in what capacity would you be able to guarantee the training traverses to the intended interest group? One technique is to utilize the Analyze, Design, Develop, Implement, and Evaluate (ADDIE) model.

Dissect the training need. Who is your gathering of people? When you build up a training program at work, you'll examine what learning, aptitudes, and states of mind the understudies need after finishing the project versus what information, abilities, and demeanors they have now. On the off chance that there is a hole between sought

Question.2. Siya works in a management consultancy which still is using the old performance appraisalmethods like Checklist method and critical incident method. She is asked to present somefuture oriented appraisal methods. Which all methods can she propose? Discuss any two.(10 Marks)

Answer:Every technique for Performance Appraisal has its qualities and shortcomings might be suitable for one association and non-suitable for another. Accordingly, there is no single Appraisal strategy acknowledged and utilized by all associations to gauge their workers' perfor­mance.

Every one of the techniques for Appraisal formulated so far has been characterized distinctively by various creators. While DeCenzo and Robbins'^ have arranged Appraisal strategies into three classifications: outright methods, relative techniques and target techniques; Aswathappa has grouped these into two classes past-situated and future-situated.

Michael R Carrellet. al. have characterized all

Question.3. Rakesh has joined an MNC as an HR Head. After completion of a month he feels that notmuch is done by the organization to develop the knowledge, skills & attitude of theemployees, because of which the employees’ performance is not good, career are instagnancy etc. He feels the need to have HRD but for that he has to convince themanagement.

a)What all reasons Rakesh can give as the need for HRD? (5 Marks)

Answer:Human resource is should have been produced according to the adjustment in outer environment of the association, henceforth, HRD adjusts such changes through the advancement of existing human resource as far as ability and learning.

The significance or importance of HRD can be clarified as takes after:

1. HRD Develops Competent HR: HRD builds up the

b)Which could be the type of HRD system that can be implemented in Rakesh’sOrganisation? Critically discuss. (5 Marks)

Answer:HR advancement typically starts when a representative is procured and proceeds all through that worker's residency with the association. HRD comes in various structures, including at work preparing or work shadowing, reading material or online instruction, development opportunities, and consistence preparing.

At work preparing alludes to take in the parts of a vocation while one is doing the occupation. A worker may know the rudiments of what the employment requires, yet specifics like which structures to utilize, where materials are put away, and how to get to the PC frameworks may require at work preparing.

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