Welcome to Scribd, the world's digital library. Read, publish, and share books and documents. See more
Download
Standard view
Full view
of .
Look up keyword
Like this
1Activity
0 of .
Results for:
No results containing your search query
P. 1
ADL-09

ADL-09

Ratings: (0)|Views: 129 |Likes:
Published by verurana

More info:

Categories:Types, Research
Published by: verurana on Mar 14, 2011
Copyright:Attribution Non-commercial

Availability:

Read on Scribd mobile: iPhone, iPad and Android.
download as TXT, PDF, TXT or read online from Scribd
See more
See less

03/14/2011

pdf

text

original

 
ADL – 09Human Resource ManagementAssignment AQues. 1. What is a profession? Is personnel a profession in India. Describe withReasons.Ans. Occupation possessing certain characteristics in called profession. These characteristics are:1. Members must possess advanced, specialized formal education and training.2. A national level association, which standardizes terminology, must regulate a profession, sets policies and standard practices and publishes the official journal of the profession.3. Members of the profession must possess minimum level of skills, knowledge, establish standards of ethical practices and promote the advancement of science and art of profession.4. Members of the profession should make their knowledge and contributionsfreely available to others in the profession.5. Members of the profession must sustain at all times an attitude towardstheir work and society, be interested in continue acquisitions of skills and knowledge, have a sense of trusteeship, individual initiative and a right to expectand receive adequate financial recognition.Profession has been accepted as another name of dynamism and progressive outlook. The central theme of any profession is unselfish service to mankind.Personnel is not a profession in Indian but is emerging as a full fledged profession as it possess some of the characteristics of profession (as mentioned above) the point wise details are as follows:1. Academic qualifications: The qualifications prescribed for the post of personnel manager vary from one organization to another. The list of qualification include any degree from a recognized university, postgraduate degree/diploma in social sciences, sociology, social work, personnel management and industrial relations, labour welfare laws, MBA with specialization in personnel management and industrial relations. Thus, no specific qualification is prescribed for the post of a personnel manager. However specific educational qualification are prescribed for various profession like CA, CS, Medicine, Law etc. The factory act 1948 prescribed the education qualification for the posts of welfare inspectors butfor personnel manager is not prescribed by the government.2. National institute of personnel management (NIPM) is a national level association in order to regulate the personnel management profession. NIPM conducts a two-year postgraduate diploma and organizes various training programmes, seminars etc. It also publishes a journal called “Personnel today”. However NIPM is notregulating the number and type of persons entering the profession of Personnelmanagement like the profession of Personnel Management like the Institute of Chartered Accountants does.
 
3. Various professions like Medicine, Accountancy, etc have ethical codes.NIPM have also come out with the code of ethics.4. As in the case of other professions, personnel managers also make theirknowledge and contributors freely available to others in the profession.It can be concluded that presently it is not a profession in Indian but the growth of MNC Culture and globalization will bring professional status to personnelmanagement.Ques. 2. Why is change always resisted in the organization? What measures wouldyou recommend to minimize resistance?Ans. Changes have today become a pervasive phenomenon thereby affecting every sphere of life including the organization life.Changes can occur in the internal environment of an organization due to any of the following factors:a. Changing expectations of the work-force.b. Due to the introduction of new technology.c. Due to increased competition.d. Need for improvement in productivity and quality.e. Uncertainties in socio-economic and political environment etc.f. Due to globalization.g. Change in the nature of work.h. Privatization.To sum up all changes involve transformation and modifications of people’s attitude, knowledge and skills etc.Therefore any changes in the belief system and habits, traits, are likely to beresisted, as it requires adoption of new untried coping mechanism.These resistances to change cannot be totally eliminated but certainly by adopting a few measures can be minimized to a certain level. These measures could be as follows:a. The nature of change should be made clear to the people who are going tobe affected by it.b. Through proper education and communication skills meaning of change andits purpose should be well defined to the people who would be subsequently affected by the change.c. The pressure groups resisting change can be co-opted in the decision making structures, which will thereby absorb their resistance and also would make them a partner I the changing process.d. People on whom changes have to be imposed on should be encouraged to take active interest and participate in decision making about the nature and direction of change.e. Changes should not be initiated for any personal benefits or grounds butfor the over-all benefits and objective requirements of the organization.f. The already set norms, customs and socio-relations of an already existing institution should not be ignored but should be incorporated to the maximum extent possible in the change process.g. Opportunities to facilitate supportive skills for management of change such as counseling, individuals and group therapy and consensus building in groups should be provided and encourages.Ques. 3. What is Human Resource Planning? Discuss the purpose and process of HRP?
 
Ans. Human Resource planning (HRP) may be defined as a strategy for the acquisition, utilization, improvement and preservation of an enterprise’s human resources.It is a process of forecasting developing and controlling human resources to ensure that the firm has the right number and right kind o people, which is required to work at the right time, adjusting to the requirements and the available supply. It assess manpower requirement in advance keeping the production schedules,market fluctuations, demand forecasts, etc in the background.It is the integral part of the overall corporate plan and reflects the broad thinking of management about manpower needs in the organizations. Manpower plans are prepared for varying time periods i.e. short term plans covering a time frameof 2 years and a long term plan encompassing a period of 5 or more years.Purpose of Human Resource planning:The basic purpose of having a manpower plan is to have an accurate estimate of the number of employees requires, with matching skills requirement to meet organization objectives. More specifically, manpower planning in requires to meet thefollowing objectives:A. Forecast personnel requirements: Manpower planning is essential to determine the future manpower needs in an organization. In the absence of such a plan, it would be difficult to have the services of right kind of people at the right time.B. Cope with changes: Manpower planning is required to cope with changes inmarket conditions, technology, products and government regulations in an effective way. These changes may, often require the services of people having requisite technical knowledge and training. In the absence of manpower plan, we may notbe in a position to enlist their services in time.C. Use existing manpower productively: By keeping an inventory of existingpersonnel by skill, level, training, educations qualification, work experience,it will be possible to utilize the existing resources more usefully in relationto the job requirements. This will help in decreasing wage and salary cost in the long run.D. HRP spells out the qualifications, skills, expertise, knowledge, experience, physical abilities, occupation groups, etc of personnel required in an organization.E. It gives adequate lead-time for recruitment, selection, training and development of personnel.F. Promote employees in a systematic manner: Manpower planning provides useful information on the basis of which management decides on the promotion of eligible personnel in the organization. In the absence of manpower plan, it may bedifficult to ensure regular promotions to competent people on a justifiable basis.Processes of Human Resource Planning:HRP is a multi-step process. Various steps are discussed below:a. Objectives of HRP:Most Common Objectives of a HRP are as follows:Making correct estimates of manpower requirements.Making a sound recruitment and selection policy.Making a sound training and development policy.Managing the manpower according to the requirement of the organization.

You're Reading a Free Preview

Download
/*********** DO NOT ALTER ANYTHING BELOW THIS LINE ! ************/ var s_code=s.t();if(s_code)document.write(s_code)//-->