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ms02 jan2010 ans

ms02 jan2010 ans

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IGNOU MBA MS-02 Solved Assignments 2010
Course Code:MS-02Course Title:Management of Human ResourcesAssignment Code:MS-02/SEM-I/2010Coverage:All BlocksNote: Please attempt all the questions and send it to the Coordinator of the studycenter you are attached with
1)Explain the changing role of HRM. Discuss the challenges associated in the HRMin present business scenario citing examples from the organizations you arefamiliar with. Briefly describe the organization you are referring to.Solution: 1) The Human Resource Management [HRM] function has undergonetremendous change over the past 25 years. Organizations looked to the "PersonnelDepartment," mostly to manage the paperwork around hiring people. Human ResourceManagement has become a strategic function in the success of contemporaryorganizations. A primary function of workforce management is to develop internal talentwhile reaching out for new skills (Creelman, 2005). Current market trends, politics,technology, skill level, and future growth potential are internal and external factors H.R.addresses in creating an adaptive and flexible workforce while improving andmaintaining human capital. This paper will describe the changing role of HumanResource (HR) management in response to trends in globalization, technology, diversity,e-business,andethics.Diversity Management is a recent term used to address the growing need to incorporatediverse representation in today's workforce. Corporations and business professions seek diversity as a goal. They recognize both the need and the benefit. of multiplicity in asuccessful organization. A more diverse organization more closely reflects itsmarketplace and public in its decisions and in its services (Dorsey, 2005). David L.Dubois, former chair of the Appraisal Institute's Diversity Committee once stated that"the pursuit of diversity is to harness the strengths of our individual differences for thecommon good. An organization should reflect the communities we serve. Withindiversity there's a fundamental belief that inclusion, respect and fair treatment contributetoincreasedproductivity."HR deals with the moral implications of decisions on a daily basis. A Code of Ethics isadvocates professional value and enhances credibility in service and performance.Implementing a code of ethics...2)Discuss the importance of job analysis. Describe the methods of job analysis beingfollowed in an organization you are acquainted with. Briefly describe theorganization you are referring to.
 
Solution : 2) Job analysis helps in analyzing the resources and establishing thestrategies to accomplish the business goals and strategic objectives. Effectivelydeveloped, employee job descriptions are communication tools that are significant inan organization's success. The main purpose of conducting job analysis is to prepare job description and job specification which helps to hire right quality of workforce.Job Analysis can be used in training to identify or develop, training content, andassessment tests to measure effectiveness of training, equipment to be used indelivering the training and methods of training.Job Analysis can be used in compensation to identify or determine: skill levels,compensable job factors, work environment, responsibilities and required level of education.Job Analysis can be used in selection procedures to identify or develop job duties thatshould be included in advertisements of vacant positions, appropriate salary level for the position to help determine what salary should be offered to a candidate, minimumrequirements for screening applicants, interview questions, selection tests/instruments(e.g., written tests; oral tests; job simulations), applicant appraisal forms andorientation materials for new hiresJob Analysis can be used in performance review to identify or develop goals andobjectives, performance standards, evaluation criteria, length of probationary periods,and duties to be evaluatedAn ideal job analysis should include
Duties and Tasks:
The basic unit of a job is the performance of specific tasks andduties. This segment should include frequency, duration, effort, skill, complexity,equipment, standards, etc.
Environment:
This segment identifies the working environment of a particular job.This may have a significant impact on the physical requirements to be able to performa job.
Tools and Equipment:
Some duties and tasks are performed using specific equipmentand tools. These items need to be specified in a Job Analysis.
Relationships:
The hierarchy of the organization must be clearly laid out. Theemployees should know who is under them and who they have to report to.
Requirements:
The knowledge, skills, and abilities required to perform the job should be clearly listed.There are several ways to conduct a job analysis, including: interviews withincumbents and supervisors, questionnaires (structured, open-ended, or both),observation, critical incident investigations, and gathering background information
 
such as duty statements or classification specifications.It is important for organizations to hire the right candidates who suit their work environment and requirements otherwise they will end up stagnating. It also importantfor the job seekers to pick up a job that suits their personality and interest as the firststep will play a deciding role in shaping their career and position in life. This can be possible only when job seekers and organizations are able to communicate their requirements to each other. Plastopedia.com, the world’s leading International job portal which offers an interactive medium to job seekers and providers in the domainof plastic industry worldwide.-----------------------------------------------------------------------------------------------------------3)Explain the performance appraisal process. Describe the performance appraisalmethod and its merits & demerits in an organization you are familiar with. Brieflydescribe the organization you are referring to.Solution: 3)
ESTABLISHING PERFORMANCE STANDARDS
The first step in the
process of performance appraisal
is the setting up of the standardswhich will be used to as the base to compare the actual performance of the employees.This step requires setting the criteria to judge the performance of the employees assuccessful or unsuccessful and the degrees of their contribution to the organizationalgoals and objectives. The standards set should be clear, easily understandable and inmeasurable terms. In case the performance of the employee cannot be measured, greatcare should be taken to describe the standards.
COMMUNICATING THE STANDARDS
Once set, it is the responsibility of the management to communicate the standards to allthe employees of the organization.The employees should be informed and the standards should be clearly explained to the.This will help them to understand their roles and to know what exactly is expected fromthem. The standards should also be communicated to the appraisers or the evaluators andif required, the standards can also be modified at this stage itself according to the relevantfeedbackfromtheemployeesortevaluators.The most difficult part of thePerformance appraisal  process is measuring the actual  performance of the employees that is the work done by the employees during thespecified period of time. It is a continuous process which involves monitoring the performance throughout the year. This stage requires the careful selection of theappropriate techniques of measurement, taking care that personal bias does not affect theoutcome of the process and providing assistance rather than interfering in an employees

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