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SMUA
SSIGNMENT
S
EMESTER – 1MBO027
Human ResourceManagement
SUBMITTED BY:SIDHARTH RAMTEKEMBAROLL NO.-520918813
 
ASSIGNMENTS- MBA Sem-I
MB0027 – Human Resource ManagementQ.1 Write a short note on Hawthorne Studies.
Frederick Taylor, who died in 1915, did not live to see the employee motivationstudies that were conducted at Western Electric’s Hawthorne plant, nearChicago, Illinois, from 1927 to 1932. However, the founder of the scientific schoolof management would have no doubt been interested in the results. TheHawthorne studies undercut a core pillar of Taylorism--the notion that workerswere motivated purely by economic gain.Researchers from Western Electric and Harvard University led the Hawthornestudies. (General Electric originally contributed funding, but they withdrew afterthe first trial was completed.) The studies were intended to examine theinfluence of environmental variables on a group of production workers. Thegroup of workers was divided into two subgroups: a test group, which wouldundergo environmental changes, and a control group. The members of thecontrol group would work under normal, constant environment conditions. The researchers began by manipulating the lighting of the test group. Whenlighting for the test group was increased, their productivity increased--but theproductivity of the control group increased, as well. This result was somewhatunexpected, since the lighting at the workstations of the control group had notbeen altered. The researchers then decreased the lighting at the test group’s workstations.Surprisingly, both the test group and the control group continued to improvetheir productivity. There were no decreases in productivity until the light wasreduced to the point where the workers could barely see. The researchersconcluded that light did not have a significant impact on the motivation of production workers. This led General Electric, a light bulb manufacturer, towithdraw their funding. The next experiment utilized a mainstay of scientific management: incentive-based, piecework system. The researchers expected, according to theconventional wisdom of the day, that this would inspire the employees todramatically increase their pace. However, rather than working as fast as theycould individually, the workers calibrated themselves as a group. Employees whoworked more slowly than average were derided as “chiselers.” Employees whoattempted to work faster than the group were called “rate busters.” In otherwords, any significant deviation from the collectively imposed norm waspunished. These results were, of course, a major blow to the position of scientificmanagement, which held that employees were only motivated by individualeconomic interest. The Hawthorne studies drew attention to the social needs asan additional source of motivation. Taylor’s emphasis on economic incentiveswas not wholly discredited, but economic incentives were now viewed as onefactor--not the sole factor--to which employees responded.
Q.2 Trace the growth of Trade Union Movement from Factories Act 1881to Factories Act 1948.
 The growth of trade unions in India started way back in 1850 when the economicconditions of labor was poor, The industry was dominated by the Capitalism, andthe industrialists were more concerned about the productivity. Long workinghours, Low wedges, poor living conditions and exploitation by the management
 
ASSIGNMENTS- MBA Sem-I
MB0027 – Human Resource Management
was common in the industry. Slowly in many parts of the country the workforcesunited and Factories Act 1881 was incorporated with a ban on Child labor, andconditions in working hours and improved working conditions.In next phase many trade unions were incorporated in the country under theleadership of Mahatma Gandhi in other parts of the country like West Bangal,Ahamdabad, Punjab and others. All India trade union federation was formed.After independence this took the shape of Indian Factory Act 1948 withregulation on working conditions, working hours, and other facilities atworkplace.
Q.3 Elaborate the HR planning System
Human Resource planning can be defined as a process by which an organizationensures that it has the right number and kinds of people, at the right place, atthe right time, capable of effectively and efficiently completing those tasks thatwill help the organization achieve its overall objectives or in other words HRP canbe defined as planning for the future personnel needs of an organization, takinginto account both internal activities and factors in the external environment.
Need and Importance of HRP
Human resource Planning translates the organization objectives and plans intothe number of workers needed to meet these objectives. The need andimportance of HRP is as follows:HRP helps in determining the future manpower requirements and avoids
 problems like over staffing or understaffing in the organization.HRP helps in tackling with the factors like competition, technology,
 government policies etc. that generates changes in the job content, skillrequirements and number and types of personnel required.Now a days there is a demand of exceptional intellectual skills while the
 existing staff becomes redundant, the HR manager has to attract and retainqualified and skilled personnel and also required to deal with issues like careerdevelopment, succession planning for which he takes the help of HRP.A proper and realistic human resource plan is needed to ensure equal
 employment and promotional appointments to the candidates fro weakersections, physically handicapped and socially and politically oppressed citizens.HRP provides valuable and timely information for various designing and
 execution of personnel functions like recruitment, selection, transfers,promotions, layoffs, training and development and performance appraisal.It helps the organization to anticipate imbalance in human resources, which in
 turn will facilitate reduction in personal costs.HRP facilitates planning for future needs which will help in better planning of 
 assignments to develop managers and to ensure the organization has a steadysupply of experienced and skilled employees.
Factors affecting Human Resource Planning
HRP is a dynamic and on going process. The process of updating is not verysimple, since HRP is influenced by many factors, which are as follows: The type of organization determines the production process and number and
 type of staff needed. The human resource needs of an organization depend on the strategic plan
 adopted by it. For e.g. the growth of a business calls for hiring of additional labor,while mergers will need a plan for layoffs.Organization operates under different political, social environment and has to
 carefully formulate the HR policies and so the HR manager has to evolve suitablemechanism to deal with uncertainties through career developments, succession
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