SHANTO- MARIAM

UNIVERSITY OF
CREATIVE TECHNOLOGY

Department of Business Administration

Module Name: Strategic Human Resource Management

Module Code: HRM- 4215

Assignment – 01

Submitted by
Md. Mohaiminul Islam
Id-191407001
Semester-10th
Batch-45th
1. HRMS data are used to make policy decisions that affect a variety of
different areas encompassing
(a) Successions and Replacement Plans (b) Work Redesign and
Restructuring

2. The work time module gathers

d) data on standardized time and work related efforts

3. Employee records (e.g., individual profile, personal information sheet,

application form, orientation acknowledgement, employment agreements or
contract) are contained by
c) Conservative and Interactive HRMS

4. Transaction based forecasting analyses focus on

b) tracking internal change instituted by the organization’s managers

5. Delphi technique is an instrument of

a) Judgmental Forecasting Method

6. Net migration for an area is a factor associated to

a) External Supply of HR of an organization

7. 𝐂𝐮𝐫𝐫𝐞𝐧𝐭 𝐒𝐭𝐚𝐟𝐟𝐢𝐧𝐠 𝐋𝐞𝐯𝐞𝐥−𝐏𝐫𝐨𝐣𝐞𝐜𝐭𝐞𝐝 𝐎𝐮𝐭𝐟𝐥𝐨𝐰𝐬 𝐢𝐧 𝐚 𝐲𝐞𝐚𝐫+𝐏𝐫𝐨𝐣𝐞𝐜𝐭𝐞𝐝

𝐈𝐧𝐟𝐥𝐨𝐰𝐬 𝐢𝐧 𝐚 𝐲𝐞𝐚𝐫=
b) Unit’s external supply of HRs in the next year

8. In the Simple Regression Prediction Model (i.e., Y = A + BX), what does B

stand for?
d) Explanatory Variable

9. The Contingency Approach of HR Strategy focuses on

a) Cost leadership versus a focus on Differentiation
10. Free Agent HR Strategy is associated with
 a) hiring people with critical skills for shorter period of time
1. Explicate the stages involved to the HRMS Development.
Answer - The three stages of HRMS development: Having noted the requirement to
match the needs of both the individual employee and the organization, we now turn discussion of
the organizational evolution of HRMS. Generally, we can classify an organization as being in
one of three stages of development with respect to its HRMS. The 3 stages are discussed below;
• Basic personnel system a bare-bones HRMS approach incorporating databases that may
mix written records on file with other data elements stored on a computer database. The data
maintained by this type of system focus on the following areas;
• Employee records (e.g., individual profile, personal information sheet, application form,
orientation acknowledgement, employment agreements or contract).
• Payroll (wage or salary, attendance and vacation entries, and pension and benefit data)
• Staffing (Job descriptions for executive and key organizational jobs only); and
• Basic data required for compliance with pertinent labor legislation.
The focus is on correct record-keeping of the organization’s personnel activities, so the system is
oriented toward the past.
• Augmented HR system occurs when the organization decides to commit the resources to

become more proactive with respect to HR policy decisions. A stage-two setup requires

the HRMS to move beyond the basic record - keeping function of a stage one system. In

stage two, the HRMS becomes entirely computer based, and the data elements in stage

one typically are augmented by a variety of information determined by a needs analysis.

If, for example, absenteeism and turnover have been noted as problems, the

augmented HR system can track individual absences or separations by a variety of

combinations of worker classification, geographical location, authority level, and so

on.

• Conservative and Interactive HRMS an HRMS configuration that enables the HR

planning staff to run ‘what if’ scenarios to determine the best future policy alternative given a
range of possible outcomes. A typical example would be the use of such a system to develop a
candidate list for attendance at an assessment centre and for future management – development
programs. In such an instance, the computer search could select candidates who had;
1. Performance appraisal ratings of ‘above average’ or higher over the past five years,
2. Successfully completed a graduate degree (preferably an MBA); and , 3. A minimum of
five years’ seniority in the organization.
1. Calculate XY, X², average X (X), and average Y (Y); We can do this by extending the
two columns shown above to a four-column set. XY is simply the result of multiplying
each observation set’s X level by the associated Y level, and X² is determined by
multiplying the X values by itself;
From above slide, we get the following information;

Average X or X = 23/5= 4.6

Average Y or Y =215/5= 43.0

N= X Y 5, and we
know Y= Sales Level Number of Marketing XY X² A+BX

($ Millions) Personnel
2. 2.0 20 40 4.00 Calculate
the value of B
3.5 32 112 12.25
(slope of
the 4.5 42 189 20.25 linear
6.0 55 330 36.00

7.0 66 462 49.00

----------- ----------- ----------- ------------

23.0 215 1133 121.50

relationship between X and Y):

∑XY – N(X)(Y)

B = -----------------------

∑(X²) – N(X)²

Plug in the values calculated in step 1; therefore

1133 - (5)(4.6)(43) 1133 – 989

B = ------------------------ = --------------------- = 9.17

 121.5 – (5)(4.6)² 121.5 – 105.8

3. Calculate A (constant or intercept): Recall that

Y = A + BX, Then A = Y – BX , Now if we plug in the values calculated in step 1;
therefore

A = 43 – (9.17)(4.6) = 0.82

4. Determine the regression prediction equation: we know that the general prediction
model for regression is
Y = A + BX

For our specific problem, we have calculated A and B, so we insert these values into the
equation, which will be used to calculate our HR demand (Y) as follows;

Y = 0.82 + (9.17)(X)

What does this mean? For our comparison between the level of sales (the
independent/causal variable represented by X) and the predicted HR demand for marketing
personnel (the dependent variable represented by Y), even when level of sales is at a zero level
(e.g., less than $1 million of sales), the A value (the constant/intercept) shows that we have one
marketing person (0.82 of a person rounds to 1.0).

Furthermore, the prediction model shows that for every one unit ($1 million) increase in the level
of sales (the independent variable X), there is a predicted increase of 9.17 marketing staff (Y)
associated with that change.

5. Calculate predicted HR demand (Y) by increasing values for X: To predict our HR

demand for marketing personnel at $8 million and $10 million of sales, as has been asked
of us, we simply plug these levels into the values of X as follows; For $8 million of
sales (X =8)
Y=A+BX=0.82+(9.17)(8)=74.18

or 74 marketing staff are required

For $10 million of sales (X=10)

Y=A+BX=0.82+(9.17)(10)=92.52

or 93 marketing staff are required.