Mid term Examination

Human Resource Management

Name : Anamika Shakya Section C

Roll No:18785 BBA 2nd year, 2nd sem
Registration No: 023670-18

Question 2 answer

No, I don’t think that personnel management and Human Resource

Management co exists. Though both of them deals with the people but there are

greater differences between them which can be explained as follows:

The personnel management refers to the aspect of the management which

deals with the workforce and their relation with the entity whereas Human Resource

management is that branch of the management which mainly focuses on the most

effective use of the human resource of an organization in order to achieve the

organizational goals.

Similarly, the personnel management is more of a traditional approach

whereas the HRM is the modern approach. The manpower in the personnel

management is treated more like machines and equipment assigned to do their jobs

and work only like the machines whereas in the human resource management the

manpower of the organization is treated as an essential part and is treated as a

valuable asset that would help the organization to achieve higher performance in the

organization.

The distribution of the power in the personnel management is highly

centralized only to the top level of the management where even the personnel

managers donot have the decision making power but in case of HRM there is sharing

of the authority and the power between the top level, middle and low level of the

management. The pay scale is based on the job evaluation of the employees in an

organization whereas the paying criteria in Human Resource Management is based

on the employees performance.

The personnel management is more of a routine function where changes are

not often while human resource management is more likely a strategic function

which is dynamic in nature and works according to the strategies given by the

organization. The management role in personnel management is more likel

transactional whereas it is a transformational role in the HRM.

The labor contract in the personnel management is highly rigid and must be

strictly followed by each labor and the labor management is of collective bargaining

types whereas in the HRM the labor contract is of flexible types that allows the

workers to have flexible working hours instead like Work From Home that we can
see during the lockdown situation also, flexible working hours is also supported by

the labor contact in the HRM.

The communication and flow of information takes place in an indirect way

but in HRM the flow of communication is direct. Direct communication make the

work process faster also. Similarly, the initiative in personnel management is

piecemeal whereas its integrated in the HRM. The decision making process is very

slow in personnel management where as it is faster in the HRM.The design of the

work is more like of division of labor in personnel management whereas the design

of the work is team based in the HRM which very effective in solving the problem

easily.
Question 3 Answer

If I am an HR manager and I have the responsibility to hire a an employee for

which I need to give the advertisement in the newspaper then the major information

and steps that I will use while announcing vacancy in the newspaper are explained

below:

First of the before giving and filling the information in the vacancy we must

go through several steps and collect all the information that our company is looking

for an employee so for that purpose the steps to be followed would be as follows:

1)Planning the job analysis

The first step would be to find out the and identify the major objective of the

job analysis to find out whether the purpose is to revise the job or revise job roles

and getting the support from the top level management to review the job objective.

2)Preparing and communicating job analysis

In this phase, those who will be involved in conducting the job analysis and

the methods to be used are identified. It also specifies how many managers will

participate in the process and how many employees’ jobs will be considered.The

identification phase is to review existing documentation and the process of

communication to the managers about how many employees are required is

discussed and the process for it is communicated.

3)Conducting the job analysis:

The third important step after preparation is to conduct the job analysis. This

steps gathering of the information from different employees, managers and job

analyst The data about the jobs from different employees can be gathered through

questionnaire, charts, observation and interviews. The collected data will be sorted

by the jobs and this process completes when no new data is obtained is obtained

from the further collection.

4)Developing job description and job specification

This is a crucial step to be done after the gathering of all the required

information about the type of employees required, the number of employees. In this

step a draft including the job description and the job specification is mentioned.

Job Description:

It consist of the statement containing the job contents which describes the

major responsibilities and duties of an employee for the required position. he

preparation of job description is very chief before a vacancy is advertised. It talks

about the nature and type of job the organization has the vacancy for.
 A job description should identify the purpose of the role as well as the key

tasks to be performed. It also mainly includes a brief background of the organization

as well as the name or position of the employee the selected candidate will be

reporting to.

There can be an explanation of the kind of candidate the organization is

looking for.The description will also include practical information such as where the

job is based whether it’s full or part-time, descriptions of all the roles and

responsibilities of the candidate and the working conditions for the selected

candidate.

The main element of the job descriptions are

• Job Title

• Location

• Job summary

• Duties and responsibilities of the selected employee

• Machines, tools and equipment’s

• Material and forms used

• Supervision given or received

• Working conditions and hazards.

Job Specification

It refers to the important qualifications required by the job like the

experiences, education qualification, training and skill required for the job. The

various physical efforts and physical skills required for the job. There is also the

description of the required communication skills, judgements and emotional

characteristics.

After the finalization of job description and job specification, in order to search for

the right candidate, the vacancy shall be communicated through the newspaper.

Question no 1 Answer

1) Answer

According to my opinion, the main reason the Nepalese candidates are not

interested to start at the low level is because Nepalese think that starting from the

bottom level is of less pride and dignity and low according to their education level

and also the Nepalese think that the bottom level position is not satisfying as per

their education qualification. We are also ignorant about the fact that the low level

is the starting point of gaining new skills but we do not consider about it. Similarly,

we have the high expectation of getting quick appraisal and success without

understanding the work and effort that needs to be put together.When this
expectation is not met then they are discouraged and mostly they resign from the

job.

No, I don’t think so that there is anything wrong in the company’s hiring

policy it is because the same policy has turned out to be successful in other countries

but not in ours so the policy doesnot seem to have anything wrong.Similarly, the

need to start at the bottom policy is formulated with the aim that the employee has

the sound knowledge and skills about every level of the task. In order to achieve and

work at the top level one needs to have comprehensive knowledge about each level

of the work in the company and once one is at the top level he/she alos has the

responsibility of delegating the works to the subordinate for which knowledge and

skills relating to every level of work is necessary which can only be gained if one

starts from the bottom level.Soi don’t think there is anything wrong with the policy.

Question( 1)

2) Answer

As an expert in HR, the strategies that I would use to attract and retain the

Nepalese citizens with university educated are explained below:

1)Communicating future career growth:

As a HR manager, I will first of clarify the importance of starting the work

from the bottom level by communicating them that how they have high possibilities
of gaining skills and knowledge from starting at the bottom level so that it will help

them to delegate and manage the work by effectively when they gets placed at the

top level position.

2)Clarifying that the work is for short term:

As an HR manager, it is necessary to make the Nepalese be clear that they

will have to work at the bottom level for a short period of time only and as their work

skill increases their position will also increases. Such kind of work clarity will be

given to attract and retain.

3)Providing competitive compensation and incentives:

I will formulate the strategy to motivate them as much as possible by

providing them incentives and competitive compensation so that they remain

motivated to work even at the lower level.

4) Making work meaningful rather than limiting it to routine works:

As an HR manager, I will apply the strategy to create a meaningful work

environment where opportunities such as seeking participation in the decision

making, valuing their feedbacks and opinions. Further, creating a learning

environment where the employees can learn valuable transferable skills from their

work.