Department of Management Sciences (PUMBA),

Savitribai Phule Pune University-07

Topic

HRM- Home Assignments

Submitted by

Darshan More (Roll No. 20032)

FY MBA PBT (2020-22)

Under the guidance of

Prof. E. Braggs.
Assignment Number-1
Date: 17/05/2021

1. What is your Dream Company?

 Alkem Laboratories Ltd is one of the top 10 Indian pharmaceutical companies with
consolidated revenue at Rs. 83,444 million in FY2019-20. It has presence of over 40
years in the industry. It has over 500 scientists working in 6 global R&D centres and 21
Manufacturing units. The company has 14,500 plus strong workforce.

2. What do HRs look for, in your dream company?

 The company offers roles such as product manager, assistant product manager or brand
manager. The company also have summer internship program through which they provide
internship for post product manager trainee. HR of this company looks for someone with
good communications and presentation skills, computer skills such as excel and office,
and subject knowledge of both marketing as well as market research. They have been
awarded as “India’s best workplace in biotechnology & pharmaceuticals”.

3. What is HR?
 HR stands for human resources. Human resources are the people working in the
organization. These are the most important resource for any business. Human resources
(HR) is also the division of a business that is charged with finding, screening, recruiting,
and training job applicants, as well as administering employee-benefit programs. HR
plays a key role in helping companies deal with a fast-changing business environment and
a greater demand for quality employees.

4. What is HRM?
 HRM referees to developing, building, sustaining human capital. In any organization
talented, skilful, knowledgeable, capable productive human resources are important.
HRM formulates and implements business strategies for organization. Human resource
management is the process of employing people, training them, compensating them,
developing policies relating to the workplace, and developing strategies to retain
employees.

5. Types of resources in the world today?

 There are following types of resources:
1) Human Resources: Human resources are the people working in the organization. These
are the most important resource for any business
2) Natural Resources: Materials or substances such as minerals, forests, water, and fertile
land that occur in nature and can be used for economic gain
3) Economic Resources: Such as Land, labour, entrepreneur, capital.
4) Space Resources: Harvestable things from space that provide value to humankind.
5) Speculative Resources: Resources we hope to locate or create in the future. We speculate
these will be found or created.
6) Data Resources: information is most important resources in today’s world

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6. Why HR is called HR?
 Nature’s bounty becomes significant only when people find it useful. It is people with
their demands and abilities that turn them into ‘resources’. Hence, human resource is the
ultimate resource. That’s why HR is called HR. Human resources is used to describe both
the people who work for a company or organization and the department responsible for
managing all matters related to employees, who collectively represent one of the most
valuable resources in any businesses or organization.

7. Other names for HR?

 Human Resources departments are variously called

 Human Capital Management

 People Operations (Popular title among tech firms such as Google and Uber)
 People Resource Centre
 Talent Management
 People @ (Facebook’s choice)
 Employee Experience (At Airbnb, HR roles responsible for employee health and
happiness fall into this category)
 Employee Success (Sales force use this title for traditional HR functions such as
recruitment but also employ newer roles here such as analysts who collaborate with
IT to build and manage internal HR apps)
 Partner (Human) Resources (Starbucks choice makes the ‘human’ element look
interchangeable – with robots, perhaps?)
 Personnel Department.

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Assignment Number-2
Date: 18/05/2021

1. What is Effective and Efficient?

 Effective is producing a result that is wanted and efficient means being capable of
producing desired results without wasting materials, time, or energy. Effectiveness
focuses on the end result.

2. Are you Effective or Efficient?

 I believe that as of now I am effective as I am very result oriented without much thinking
about how much I invest in it, but I am trying to be more efficient and involve smart work
in my day to day working.

3. What do organizations look for today, effectiveness or efficiency?

 I believe that now a day organization looks for efficiency rather than effectiveness.
Efficient means being capable of producing desired results without wasting materials,
time, or energy. It involves using “SMART” which stands for
Specific, Measurable, Achievable, Relevant, and Time-Constrained.

4. What is Competitive advantage?

 Competitive advantage refers to factors that allow a company to produce goods or
services better or more cheaply than its rivals. These factors allow the productive entity to
generate more sales or superior margins compared to its market rivals. A firm's ability to
produce a good or service more efficiently than its competitors, which leads to greater
profit margins, creates a comparative advantage. Competitive advantage can be gain by
effectively managing human resources.

5. Write down your 5 skills, talents, capabilities, knowledge in PBT sector.

 Below are my some skills which will be useful for me in PBT
1) Communication skills
2) Presentation Skills
3) Strong technical knowledge of Biotech and Pharma
4) Computation Skills
5) Analytical and Critical thinking

6. VUCA world:
 VUCA is an acronym (artificial word), first used in 1987 and based on the leadership
theories of Warren Bennis and Burt Nanus, and stands for Volatility, Uncertainty,
Complexity and Ambiguity.
 These elements present the context in which organizations view their current and future
state. They present boundaries for planning and policy management. They come together
in ways that either confound decisions or sharpen the capacity to look ahead, plan ahead
and move ahead. VUCA sets the stage for managing and leading.

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 The particular meaning and relevance of VUCA often relates to how people view the
conditions under which they make decisions, plan forward, manage risks, foster change
and solve problems. In general, the premises of VUCA tend to shape an organization's
capacity to:

1) Anticipate the Issues that Shape

2) Understand the Consequences of Issues and Actions
3) Appreciate the Interdependence of Variables
4) Prepare for Alternative Realities and Challenges
5) Interpret and Address Relevant Opportunities

 The increase in volatility, uncertainty, complexity, and ambiguity means that you and
your business must seek new orientations and take a fresh approach to management. Only
then can you guarantee positive results in changed circumstances.
 In a VUCA world, the most important thing is to anticipate the future and to strengthen
cooperation in companies with modern solutions. Decisions and connections are success
factors for shaping the common cause

7. PESTLE
 A PESTLE analysis is a framework to analyse the key factors (Political, Economic,
Sociological, Technological, Legal and Environmental) influencing an organisation from
the outside. It offers people professional insight into the external factors impacting their
organisation. The analysis is flexible, so organisations can use it in a range of different
scenarios. People professionals and senior managers can use the results to guide strategic
decision-making.

P E S T L E
Political Economic Sociological Technological Legal Environmental
1. 1. Economic 1. 1. innovations 1. 1. Weather
Government Growth population 2.Technology Discrimination 2. Climate
policies 2. Exchange 2. Age incentives Law 3.
2. Political Rate 3. Career 3. automation 2. Antitrust Environmental
stability. 3. Interest 4. Health R&D Laws Policies
3. Rates 5. Lifestyle 4.Awareness 3. 4 .Climate
Corruption 4. Inflation 6. Culture Employment Change
4. Foreign 5. Laws 5. Ngo pressure
Trade and Unemployment 4. Consumer
Restrictions Rate Protection
5. Tax 5. Copy
policies Rights And
6. Labour Patent Law
Laws

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8. Why do organizations do business?
 Business organization, an entity formed for the purpose of carrying on commercial
enterprise. Such an organization is predicated on systems of law governing contract and
exchange, property rights, and incorporation.
 The main purpose of organization is to make profit for its stakeholders.
 The purpose of a business is also to offer value (through products and/or services) to
customers, who pay for the value with cash or equivalents

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Assignment Number-3
Date: 20/05/2021

1. Choose dream company and do it's HRP

 Name of Company: Alkem Laboratories Ltd.
 No. of employees: 14,500 plus Employees
 Employee benefits includes:
 Health Insurance
 Job Training
 Free Transport
 Soft Skill Training
 Cafeteria
 Team Outings
 Free Food
 Education Assistance
 Child care
 International Relocation
 Work From Home
 Gymnasium
 Average annual salary in Alkem Laboratories is INR 6.7 lakhs. Specific Average salaries
are as below:
 Medical Representative salary: 3.1 LPA, ranges between 2.3 to 4 LPA
 Area Business Manager: 5.4 LPA
 Assistant product manager: 7 LPA
 Product manager trainee: 25000/ month
 Top Skills and Qualities:
 Pharmaceutical Knowledge
 Technical skills
 Communication
 Presentation
 Excel Knowledge
 Creative.
 Hardworking.
 Enthusiastic.
 Talented.
 Openings per year: Avg. 100-300, they also provide Management Trainee Program and
Summer Internship Program
 No. of people hired per year: Avg. 100-300
 Department: Anti-infective, Cardiology, Vitamins and Mineral Nutrition, Dermatology,
Diabetology, GastroEnterology, Osteoporosis, Oncology, Urology and Gynaecology.

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2. What's your plan for your 1st year in college? For the next 5years?
 My plan for first year in college is to learn new subject. Most importantly here in MBA I
want to get out of my comfort-zone and wants to participate in various curricular and
extra-curricular activities. In first year I want to change myself and make myself more
professional and want to pass this year with more than 8.5 GPA. Prepare myself for
internship and complete my internship in market research.
 In next 5 year I see myself working at top pharmaceutical company at assistant product
manager’s post. My plan for next five year is to learn from the industry and get practical
knowledge.

3. Methods of demand forecasting

 These are methods used to estimate the number of people require in future and their
capacity. HR Demand forecasting must consider several factors-both external as well as
internal.

 Quantitative methods includes:

1) Ratio-trend Analysis: This is the quickest HR forecasting technique. The technique
involves studying past ratios, say, between the number of workers and sales in an
organisation and forecasting future ratios, making some allowance or changes in the
organisation or its methods
2) Work Study Technique: Commonly referred to as workload analysis, the work study
technique predicts comprehensive activities and production for a specified future time
period. The end result of the work study technique is an estimation of the work hours
required per unit produced.
3) Benchmarking/thumb rule
4) Scatter Plot: Scatter Plot a graphical method used to help identify the relationship
between two variables. A scatter plot is another option. HR planner can use scatter
plots to determine whether two factors – measure of business activity and staffing
levels are related.
5) Computerized Forecast: Computerized Forecast The determination of future staff
needs by projecting a firm’s sales, volume of production, and personnel required to
maintain this required volume of output, using computers and software packages.
Employers also used computerized system to personnel requirements
6) Simulation Method: Experimenting with real-world situations through mathematical
modelling.

 Judgemental methods:
1) Managerial Judgment: This technique is very simple. In this, manager sits together,
discuss and arrive at a figure which would be the future demand for labors. The
technique may involve a ‘bottom-to- top’ or ‘top-to-bottom’ approach.
2) Zero-based forecasting: Uses current level as starting point for determining future
staffing needs.
3) Bottom-up approach: Each level of organization, starting with lowest, forecasts its
requirements to provide aggregate of employment needs.

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4) Delphi Technique: This technique calls for a facilitator to solicit and collate written,
expert opinion on labors forecast. After answers are received, a summary of the
information is developed and distributed to the experts, who are than requested to
submit revised forecast. Expert never meet face-to-face, but rather communicate
through the facilitator. 8. Regression Analysis Regression analysis identifies the
movement of two or more inter- related series. It is used to measure the changes in a
variable as a result of changes in other variables. Regression analysis determines the
relationship between Y variables such as the number of employees and X variables
such as service delivery by actually measuring the relationship that existed in the
past. Use of the method begins with a series of observation each costing of a value
for the Y variable plus a value for each X variable

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Assignment Number-4
Date: 24/05/2021

1. Study various JDs in PBT sector, through various PBT organizations and Job
portals.

1) Product Manager post at Alkem Laboratories Ltd.

PRODUCT MANAGER JOB RESPONSIBILITIES:

Develops products by identifying potential products; conducting market research; generating

product requirements; determining specifications, production timetables, pricing, and time-
integrated plans for product introduction; developing marketing strategies.

PRODUCT MANAGER JOB DESCRIPTION:

 Determines customers’ needs and desires by specifying the research needed to obtain
market information.
 Recommends the nature and scope of present and future product lines by reviewing
product specifications and requirements; appraising new product ideas and/or product or
packaging changes.
 Assesses market competition by comparing the company’s product to competitors’
products.
 Provides source data for product line communications by defining product marketing
communication objectives.
 Obtains product market share by working with sales director to develop product sales
strategies.
 Assesses product market data by calling on customers with field salespeople and
evaluating sales call results.
 Provides information for management by preparing short-term and long-term product
sales forecasts and special reports and analyses; answering questions and requests.
 Facilitates inventory turnover and product availability by reviewing and adjusting
inventory levels and production schedules.
 Brings new products to market by analysing proposed product requirements and product
development programs; preparing return-on-investment analyses; establishing time
schedules with engineering and manufacturing.
 Introduces and markets new products by developing time-integrated plans with sales,
advertising, and production.
 Determines product pricing by utilizing market research data; reviewing production and
sales costs; anticipating volume; costing special and customized orders.
 Completes operational requirements by scheduling and assigning employees; following
up on work results.
 Maintains product management staff by recruiting, selecting, orienting, and training
employees.

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  Maintains product management staff job results by counselling and disciplining
employees; planning, monitoring, and appraising job results.
 Maintains professional and technical knowledge by attending educational workshops;
reviewing professional publications; establishing personal networks; participating in
professional societies.
 Contributes to team effort by accomplishing related results as needed.

2) Product Manager-Cardiology at Alkem Laboratories Ltd.

KEY RESULT AREAS:

 Achievement of target for assigned brands
 Formulations of marketing strategies for the assigned brands
 Conversion of strategies into deliverable through communication strategy/
campaigns/activities
 Ensure implementation of the campaigns /activities
 Feedback of the marketing campaigns/activities from internal and external customers
 Conduction cycle meetings and training programs for field team

EXPERIENCE:
 3 to 4 years of experience in Product Management Function

EDUCATION QUALIFICATION:
 MBA in Marketing or Pharmaceutical Management

3) Marketing Executive at Bayar

POSITION PURPOSE:

The Medical Representative has the responsibility:

 to promote Bayer products to healthcare professionals and other relevant target groups to
meet/exceed sales targets for assigned product(s) within the allocated territory
 to execute Customer Engagement Excellence – focusing on executing in-clinic
promotion leveraging Patient Focused Interactions (PFI) and implement off-clinic
promotional activities assigned to specific target Customers and thereby improve
Customer relationship
 to adhere to local regulations, industry, and company policies and code of conduct

YOUR ROLE AND RESPONSIBILITIES:

 Achieve sales, volume, growth, market share and listing targets for assigned brands
 Plan, orchestrate and execute HCP engagements, aligned with MCCP by tailored Patient
Focused Interactions using right content based on HCP needs & priorities

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  Report customer engagement activities in Veeva CRM and take advantage of all
available functionality for enhancing customer interaction and experiences
 Monitor and communicate competition activity to Managers (FLSM, Management) to
reflect market dynamics and potential counteracts
 Organize / Set-up regular scientific updates (e.g. CME, Scientific meetings) for HCP
groups in alignment with defined marketing strategies
 Self-develop on latest medical/clinical knowledge, brand strategy and tactics,
competitive landscape and standard platforms in order to challenge the status quo
 Collaborate with and provide feedback to Sales / Marketing on MCCP strategies and
tactics and identify potential new sources of business
 Comply with local regulations, industry, and company policies and code of conduct
 Distribution Management: Collection of SSRs; Collating Primary vs Secondary sales;
Collection of Orders from distributors; Adhering to the sales Credit Policy; Ensuring
Phased distribution of orders such that he completes 40% targets by 15th of every month

WHO YOU ARE:

 Bachelor’s Degree in any discipline (Any advanced qualification is a plus).

 Minimum 2 – 3 years of pharmaceutical sales experience with a demonstrated
performance track record
 Strong interpersonal, communication and team skills
 IT literacy (basic knowledge and skills to utilize computers/tablets and related
technology efficiently)
 Excellent command (both oral and written) of local native language
 English language skills are a plus
 Energetic, Enthusiastic, self-driven, organized & willing to work extensively in field

Location: India : Maharashtra : Mumbai

Division: Pharmaceuticals

4) Territory Development Representative at Smith & Nephew

ESSENTIAL JOB FUNCTIONS:

Support the territory sales team to enable more selling time for territory sales representative.

 Cover cases for Sales Representatives and provides moderate sales support.
 Assist in the maintenance of Endoscopy equipment and provide technical support to clinical
staff as required.
 Support inventory logistics as assigned.
 Explore and engage in selling opportunities by building relationships with key clinical staff.
Focus on customer satisfaction as a high priority. Provide technical information to surgeons
 Consistent with product user manuals and instructions for use.

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  Scope of Position Responsibilities: Customers, Sales Management, Clinical Specialists,
Surgeon Education
 Education: Bachelor’s degree or equivalent experience preferred. “or equivalent"
 Experience:
A Minimum of 2 years direct sales experience, with experience preferably within a
medical/hospital environment. Experience with selling technology and/or capital products to
multiple call points in the hospital, including surgeons, nursing, administration, facilities,
bio-med and information systems preferred

5) Marketing Communications Specialist at Smith & Nephew

RESPONSIBILITIES:
Marketing Communications (40%)
 Responsible for S. Asia's commercial communications
 Directs localization of marketing content in partnership with assigned vendor
 Coordinate closely with sales, marketing teams and business partners to ensure smooth
execution of marketing strategies and sales force communications
 Feedbacks market needs to corresponding functions and directs resources accordingly

Communication Platforms Rollout (30%)

 Initiate the rollout of Global Sales Force Communication Online Platform and ensure the
successful launch in local markets
 Localization of S+N Website for the S. Asia cluster
 Implement the Global Approvals Platform in S. Asia
 Ensure the smooth launch of the Global Print-On-Demand vendor in S. Asia

Digital Initiatives (30%)

 Support the establishment of various Digital initiatives in markets to ensure that the usage is
in line with Global guidelines for digital projects by implementing best practices in the region

Physical Demands: Travel Requirements: 10–25%

BACKGROUND:

 Relevant Degree or above.

 2 to 3 years of MNC marketing communications experience.
 Well organized, detail-oriented and good time management
 Ability to work independently
 Excellent teamwork, communication and interpersonal skills.
 Good English speaking, writing and reading skills.
 Excellent skills at WORD, EXCEL, Power Point & etc.

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Assignment Number-5
Date: 25/05/2021

1. Various sources of recruitment used by PBT Organizations.

 Internal Sources of Recruitment: Internal sources of recruitment refer to seeking the

employees from within the organisation to fill up the vacant position. Many companies
consider internal recruitment as a great option since it is cost-effective, and they tend to
hire employees who have a better know how the organisation and its policies.
This can include:
1) Previous Applicants
2) Present Employees
3) Employee Referrals
4) Former Employees

 External Sources of Recruitment:

1. Press Advertisement
2. Campus Interviews
3. Advertisements
4. Placement Agencies
5. Employment Exchange
6. Walk In Interviews
7. E-Recruitment
8. Job Portals
9. Competitors: By offering better terms and conditions of service, the human resource
managers try to get the employees working in the competitor’s organizations

2. Criteria for selection in a PBT Organization.

 Selection Criteria in PBT organizations are as follows

1) Graduation Percentage criteria (above 60%, 65% or 70%)
2) GPA Criteria (Above 7.0 GPA)
3) Background (Pharma, Biotech, agriculture, chemistry background)
4) No educational Gaps
5) No Backs in current academic career
6) Location (Mumbai, Pune, Delhi Etc.)

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3. What is difference between recruitment and selection?

Basis Recruitment Selection

Meaning It is an activity of establishing contact It is a process of picking up more

between employers and applicants. competent and suitable employees.

Objective It encourages large number of Candidates It attempts at rejecting unsuitable

for a job. candidates.

Process It is a simple process. It is a complicated process.

Hurdles The candidates have not to cross over Many hurdles have to be crossed.
many hurdles.

Approach It is a positive approach. It is a negative approach.

Sequence It precedes selection. It follows recruitment.

Economy It is an economical method. It is an expensive method.

Time Less time is required. More time is required.

Consuming

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Assignment Number-6
Date: 27/05/2021

1. List down best colleges for PBT (India/Pune), undergrad and postgrad.
 List is as follow:

1) NMIMS School of Business Management

2) Department of Management Sciences (PUMBA)
3) SIES College of Management Studies
4) IES Management College and Research Centre
5) IIHMR University
6) D.Y. Patil Institute of Management
7) SIMSR
8) Symbiosis International (Deemed University)

2. Advantages and Disadvantages of Internal and External sources of recruitment.

 Advantages and disadvantages of Internal recruitment is as follows

Advantages Disadvantages

Familiarity with own employee Limited choice

Better use of the internal talent Discourages competition

Economical recruitment Stagnates skills and abilities

Improves moral of employee Creates conflicts and controversies

Motivator

 Advantages and disadvantages of External recruitment is as follows

Advantages Disadvantages

New employee brings new perspectives May not select right person

Training new hires are cheaper May cause moral problems for internal
candidates
Fewer political issues/ challenges May require longer time to adjust

Brings new industry insights Lengthy recruitment process

Potentially larger applicant pool Recruiter often must evaluate more

applications

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Assignment Number-7
Date: 31/05/2021

1. What is Aptitude test?

An aptitude test is a way for employers to assess a candidate’s abilities through a variety of
different testing formats. Aptitude tests will test your ability to perform tasks and react to
situations at work. This includes problem-solving, prioritisation and numerical skills,
amongst other things.

2. Types of Aptitude test:

1) Quantitative/ Mathematical test

2) Analytical test
3) Data Interpretation tests
4) English Comprehension test
5) Abstract Reasoning Tests
6) Verbal Ability Tests.
7) Logical and Critical Reasoning Tests.
8) Decision-Making and Judgment Test.
9) General Knowledge

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Assignment Number-8
Date: 03/06/2021

Organizational chart at Global Market Insights Research Pvt Ltd for post Analyst.

Director/ Head

Senior
Team lead
Consultant

Seniour Seniour Analyst/ Analyst/

Consultant
Associate Associate Exicutive

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Assignment Number-9
Date: 07/06/2021

1. Psychometric tests:
 A psychometric test is any activity or assessment that is conducted in order to evaluate a
candidate performance and includes, but is not limited to, skills, knowledge, abilities,
personality traits, attitudes and job/academic potential. It measure a candidate's abilities
as well as their intelligence levels and help explore aptitude which pertains to numerical,
verbal and logical skills to determine problem-solving and information processing speed.

2. MBTI:
 The Myers–Briggs Type Indicator (MBTI) is an introspective self-report questionnaire
indicating differing psychological preferences in how people perceive the world and
make decisions. The test attempts to assign four categories: introversion or extraversion,
sensing or intuition, thinking or feeling, judging or perceiving.

3. Type A personality:
 Type “A” personality is characterized by a constant feeling of working against the clock
and a strong sense of competitiveness. Individuals with a Type A personality generally
experience a higher stress level, hate failure and find it difficult to stop working, even
when they have achieved their goals. Characteristics associated with a Type A personality
may include operating at a more urgent pace, demonstrating higher levels of impatience,
having a more competitive nature, getting upset easily, and associating self-worth with
achievement.

4. Type B personality:
 Type “B” personality is the counterpart to a type A personality. It’s important to keep in
mind that these types reflect more of a spectrum. Most people fall somewhere between
the two extremes. People with a type B personality tend to be more laidback. Others
might describe people with this personality as being relaxed or easy-going.

 If you have a type B personality, you may:

 spend a lot of time on creative pursuits or philosophical thought
 feel less rushed when completing assignments or tasks for work or school
 not feel stressed when you can’t get to everything on your to-do list

5. 16 Factors Test:
 According to Cattell, there is a continuum of personality traits. In other words, each
person contains all of these 16 traits to a certain degree, but they might be high in some
traits and low in others.
 Cattell developed an assessment based on these 16 personality factors. The test is known
as the 16PF Personality Questionnaire and is still frequently used today, especially in
career counselling, marital counselling, and in business for employee testing and
selection.

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 The test is composed of forced-choice questions in which the respondent must choose one
of three different alternatives. Personality traits are then represented by a range and the
individual's score falls somewhere on the continuum between highest and lowest
extremes.

6. Johari Window:
 The Johari window model is used to enhance the individual’s perception on others. This
model is based on two ideas- trust can be acquired by revealing information about you to
others and learning yourselves from their feedbacks. Each person is represented by the
Johari model through four quadrants or window pane. Each four window panes signifies
personal information, feelings, motivation and whether that information is known or
unknown to oneself or others in four viewpoints.

Known To Self Not Known To Self

Known
To Open Area Blind Spot
Others

Not
Known Hidden Area Unknown
To
Others

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Assignment Number-10
Date: 07/06/2021

Various Learning Methods:

1) Lecture: Lectures are often dreaded and ridiculed, but they are the most commonly used
training techniques. Yes, there is often a lack of interaction, but with the right speaker and
simple lectures, this can lead to optimal learning.
2) Case Study and Syndicate Method: The case study is a proven method for training and is
known to effectively boost learner motivation. However, when learners lack access to the
resources necessary to completing a case study or if the project become a challenge, their
motivation and learning will be hindered.
3) Programmed Learning: Programmed instruction doesn’t work without self-discipline, so
it is most effective in cases when some straying from the program isn’t detrimental to the
company’s success. Even so, this is an effective and flexible practice.
4) Management Games: Games have been used for many educational purposes, including
training. Using games for education is affordable, competitive, and motivational,
especially in the digital era, in which many applicants and employees are highly involved
with technology.
5) Role Plays: With role-playing, trainees can practice what they’ve learned in a
personalized and simulated situation. They can still fail, but with good content and safe
role-playing, there won’t be any serious consequences.
6) Behaviour Modeling: This is the counterpart of the lecture training method—one that
promotes practice on lifelike models. It’s often used in cases when employees need some
practice after they see a lecture or a demonstration.
7) T-Groups Training
8) Transactional Analysis
9) Job Instruction
10) Apprenticeship and Mentoring: When companies plan to groom people for promotion and
growth, this is the best training method to use. Trainees can truly benefit from such a
personalized learning structure, boost the mentor-trainee relationship, and facilitate their
future career.
11) On Job Training
12) Vestibule Training
13) E-Learning: E-Learning, relies on online videos, tests, and courses to deliver employee
training. Employees can do their training right in the palm of their hand with a
smartphone or on their company computers.
14) Computer Based Training
15) Distance Learning
16) Assignments/Tasks/Projects
17) Tutor Led GD: For the right group of employees, group discussions and activities can
provide the perfect training option. It allows multiple employees to train at once, in an
environment that better fits their current departments or groups. These discussions and
activities can be instructor-led or facilitated by online prompts that are later reviewed by a
supervisor.

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18) Assessment Centre
19) Job Rotation: Job rotation can do a lot in terms of employee motivation and commitment.
This method gives people chances to further develop and work toward a promotion and
engenders satisfaction and cooperation. Still, for introverts, this is often a big challenge
because of the fear that they might fail in front of others. Also, it’s a method that requires
a lot of time and room for error.

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Assignment Number-11
Date: 08/06/2021

1. Management Development Program:

 Management development is a part of a large process of development and learning which
a significant area of human development is. In human society there is a continuous
growth which takes place through a continuous process of exploration, discovery and
acquisition of knowledge
 A conscious and systematic process to control the development of managerial resources
in the organisation for the achievement of goals and strategies
 It is a programme of training and planned personal development purporting to prepare
and aid managers in their present and future jobs.

2. Knowledge Management:
 Knowledge management is the conscious process of defining, structuring, retaining and
sharing the knowledge and experience of employees within an organization. The main
goal of knowledge management is to improve an organization's efficiency and save
knowledge within the company.
 Often it is referring to training and learning in an organization or of its customers. It
consists of a cycle of creating, sharing, structuring and auditing knowledge, in order to
maximize the effectiveness of an organization’s collective knowledge.
 Three main area of knowledge management is
o Accumulating knowledge
o Storing knowledge
o Sharing knowledge
 Steps includes :
1. Collecting: This is the most important step of the knowledge management process.
2. Organizing: The data collected need to be organized.
3. Summarizing.
4. Analysing.
5. Synthesizing.
6. Decision Making.

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Assignment Number-12
Date: 10/06/2021

1. Performance:
 Employee performance is defined as how an employee fulfils their job duties and
executes their required tasks. It refers to the effectiveness, quality, and efficiency of their
output.
 Performance also contributes to our assessment of how valuable an employee is to the
organization. Each employee is a serious investment for a company, so the return that
each employee provides must be significant. .

2. Performance Management :
 Performance management is a set of processes and systems aimed at developing an
employee so they perform their job to the best of their ability.
 Performance management is not aimed at improving all skills. In fact, good performance
management focuses on improving the skills that help an employee do their job better.
This means that it is about the strategic alignment of one’s work to the group and
organizational goals.
 Because performance management is a process that aims to align individual goals with
group and organizational goals, it is a strategic and formal process. This means that key
individual career decisions, like bonuses, promotions, and dismissals are all linked to this
process

3. Performance Management system:

 A performance management system is a mechanism for tracking the performance of
employees consistently and measurably. It allows the company to ensure that employees
and departments across the organization are working effectively towards achieving the
business’ strategic goals. Successful businesses gain an advantage from having
employees better aligned with corporate goals.

4. Performance Appraisal:
 Performance appraisal is a process where the employee’s performance, contributions &
skills are evaluated against his/her job requirements. This provides a uniform platform to
measure financial rewards, selection for promotions, or assignments to important projects
for each candidate.
 It is a part of a company’s process of understanding their employees better and giving
them feedback to help them improve their performance. While several employees find
performance appraisal to be unnecessary if done right, it can have several benefits for the
organization.
 Here we analyse an employee’s worth as well as contribution to the job. Getting an
objective evaluation of an employee’s performance will help a company identify any
existing problems in the workplace. This will help the HR department to solve those
problems quickly and with ease.

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Assignment Number-13
Date: 14/06/2021

1. Traditional and Modern methods of Performance Appraisal:

 The methods of performance appraisal are classified into traditional methods and modern
methods.

 Traditional Methods:
I. Rating Scales:
In this method, each trait or characteristic to be rated is represented by the scale on which a
raters indicates the degree to which an employee possesses that trait or characteristic. This is
the simplest and most popular technique for appraising employee performance. The typical
rating scale system consists of several numerical scales, each representing a job-related
performance criterion such as dependability, initiative, attendance, output, attitude and
cooperation.

II. Confidential Report:

The confidential report is written for a unit for one year and relates to the performance,
ability, and character of the employee during that year. The report is not data based but is
subjective. No feedback is provided to the employee being appraised and therefore, its
credibility is very low.

III. Ranking Method:

In this, the superior ranks his or her subordinates in the order of their merit, starting from the
best to the worst. It is the simplest and old method of merit rating. Every employee is judged
as a whole without distinguishing the rates from his performance.

IV. Paired Comparison Method:

The paired comparison method is almost similar to ranking method. When variations are
made in the ranking method so that it can easily be used in large groups, it becomes paired
comparison method. In paired comparison method, every person is compared trait wise with
the other persons one at a time.

V. Grading System:
In this method, certain characteristics or abilities of performance are identified in advance
and the employees are put into the category according to their behaviour and traits. Such
categories are defined as outstanding, good, average, below average, and poor in terms of
letters like A, B, C, D, E where A indicates the best, and E the poorest. This method is used
for the promotions based on performance.

VI. Checklist Method:

Under this method, a checklist of statements on the traits of the employees and his or her job
is prepared in two columns – viz. a ‘Yes’ column and a ‘No’ column. It is a list of statements
that indicate the performance of the employees on the job. All that the rater has to do is to

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tick ‘Yes’ column if the answer to the statement is positive and column ‘No’ if the answer is
negative. The performance of the employee is rated on the basis of the number of positive
checks.

VII. Forced Choice Method:

This method requires the rater to choose from statements, often in pairs, that appear equally
favourable or equally unfavourable. The rater selects one statement from the pair without
knowing which statement correctly describes successful job behaviour.

VIII. Essay Method:

This method requires the appraiser to compose a statement that best describes the employee
being appraised. The appraiser is usually instructed to describe the employee’s strengths and
weaknesses and to make recommendations for his or her development.

IX. Performance Tests and Observation:

With a limited number of jobs, employee assessment may be based upon his test of
knowledge or skills. The test may be of the paper and pencil variety or an actual
demonstration of skills.

X. Forced Distribution Method:

In this method, the appraiser is forced to appraise the appraises according to the pattern of the
normal curve. This system is based on the assumption that all employees can be divided in
five categories i.e., outstanding, above average, average, below average, and poor.

XI. Field Review Method:

In this method, an employee is not appraised by his direct superior but by another person
usually from the HR department. This is an appraisal by someone outside the assessor’s own
department, usually someone from the corporate office or the HR department.

 Modern Methods of Performance Appraisal:

I. Assessment Centres:
The basic purpose of this method was to examine the candidates in the social situation, using
the variety of procedures and a number of assessors. An assessment centre is a central
location where the managers may come together to participate in job-related exercises, who
are then evaluated by the trained observers.

II. Human Resource Accounting:

In human resource accounting, the money value is attached to the value of firm’s internal
human resources and its external customer goodwill. In human resource accounting, the
performance of the employees is judged in terms of cost incurred and contributions made by
the employees.

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III. Behaviourally Anchored Rating Scale (BARS):
An approach that has received considerable attention by academics in past years involves
BARS. This method uses critical incidents to serve as anchor statements on the scale. A
BARS rating form, usually contains 6 to 10 specifically defined performance dimensions
each with five or six critical incident anchors. The dimensions have both negative and
positive job- related critical incidents. These scales combine major elements from the critical
incident and adjective rating scale approaches.

IV. Management by Objectives (MBO):

The Management by Objectives approach involves establishing performance goals jointly by
the superior and subordinate. For this programme to be effective, both superior and
subordinate must be actively involved in objective formulation and agree on the methods to
be used to assess performance.

V. 360 Degree Feedback:

In this method of performance appraisal, information is collected from all persons around the
employees: superiors, subordinates, peers, and internal and external customers. The feedback
is usually used for determining training and development needs rather than the compensation
revision. The appraiser, listed earlier, complete survey questionnaires on the individual.

VI. KRA and KPI:

KRA stands for Key Responsibility Areas and directly follow from Job Description of an
employee. KRAs document the specific areas in which an employee is expected to work. This
post shares a simple approach to write goals for employees by using KRAs and KPIs and can
be used by employees, managers and HR.

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Assignment Number-14
Date: 21/06/2021

1. Downsizing:
 Downsizing is the permanent reduction of a company's labor force through the
elimination of unproductive workers or divisions. Downsizing is a common
organizational practice, usually associated with economic downturns and failing
businesses. Cutting jobs is the fastest way to cut costs, and downsizing an entire store,
branch or division also frees assets for sale during corporate reorganizations.

2. Lay off:
 A layoff describes the act of an employer suspending or terminating a worker, either
temporarily or permanently, for reasons other than an employee's actual performance. A
layoff is not the same thing as an outright firing, which may result from worker
inefficiency, malfeasance, or breach of duty.

3. Retrenchment:
 Retrenchment means terminating an employee due to the surplus of labor or incapacity of
employees to match the performance standards of the company.

4. Discharge:
 Discharge: Discharge is the termination of the services of an employee but it is not done
for the punishment purpose.

5. Separation:
 Separation is a situation when the service agreement of an employee with his/her
organisation comes to an end and employee leaves the organization. In other words,
separation is a decision that the individual and organisation part from each other.

6. Retirement benefits:
 Retirement benefits includes:
 Pension
 Commutation of Pension
 Death-cum-retirement Gratuity
 General Provident Fund and Incentives
 Contributory Provident Fund
 Leave Encashment
 Central Government Employees Group Insurance Scheme (CGEGIS)
 TA for settlement at a station after Retirement

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7. Principles of leadership:
 Lead by example.
 Leadership is about people.
 Focus on change.
 Be human and admit mistakes.
 Understand the value of listening.
 Develop leadership skills.
 Promote diversity.
 Work together to achieve more.
 Have solid values.
 Use technology and innovation.
 Help to develop future leaders.

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Assignment Number-15
Date: 22/06/2021

1. Psychological contract:
 The psychological contract refers to the unwritten, intangible agreement between an
employee and their employer that describes the informal commitments, expectations and
understandings that make up their relationship. A psychological contract can be
understood as a ‘deal’ between employer and employee concerning ‘the perception of the
two parties, employer and employee, of what their mutual obligations are towards each
other.

2. Unskilled, semi-skilled and highly skilled:

 Unskilled: An unskilled employee is one who does operations that involve the
performance of simple duties, which require the experience of little of no
independent judgment or previous experience although familiarity with the
occupational environment is necessary. His work may thus require in addition to
physical exertion familiarity with variety of articles or goods.

 Semi-skilled:
A semiskilled worker is one who does work generally of defined routine nature
wherein the major requirement is not so much of the judgment, skill and but for
proper discharge of duties assigned to him or relatively narrow job and where
important decisions made by others. His work is thus limited to the performance of
routine operations of limited scope.

 Skilled:
A skilled employee is one who is capable of working efficiently of exercising
considerable independent judgement and of discharging his duties with
responsibility. He must possess a thorough and comprehensive knowledge of the
trade, craft or industry in which he is employed.

 Highly Skilled:
A highly skilled worker is one who is capable of working efficiently and
supervises efficiently the work of skilled employees.

3. Dearness Allowance:
 Employers in the public sector pay salaries to their employees which is divided into
various components. One of these components is the Dearness Allowance. Dearness
Allowance was provided to employees by the government as a demand for wage revision
was raised. However, later it was linked to the Consumer Price Index. There have been
attempts to revise and restructure the percentage of Dearness Allowance by a number of
committees in the Central Government. In layman terms, dearness allowance is defined as
the cost of living adjustment allowance which the government offers to public sector

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Assignment Number-16
Date: 29/06/2021

1. Living wages:
 A living wage refers to a theoretical income level that allows individuals or families to
afford adequate shelter, food, and other necessities. The goal of a living wage is to allow
employees to earn enough income for a satisfactory standard of living and prevent them
from falling into poverty.

2. Fair wages:
 Fair wage, according to the committee on Fair Wage, is the wage which is above the
minimum wage but below the living wage. The lower limit of the fair wage is obviously
the minimum wage; the upper limit is set by the capacity of the industry to pay. The
concept of fair wage is essentially linked with the capacity of the industry to pay.

3. Minimum wages:
 Minimum wages have been defined as “the minimum amount of remuneration that an
employer is required to pay wage earners for the work performed during a given period,
which cannot be reduced by collective agreement or an individual contract

4. Employee stock option plan (ESOP):

 The Employee Stock Option Plan (ESOP) is an employee benefit plan. It is issued by the
company for its employees to encourage employee ownership in the company. The shares
of the companies are given to the employees at discounted rates. Any company can issue
ESOP. All companies other than listed companies should issue it in accordance with the
provisions of the Companies Act, 2013 and Companies (Share Capital and Debentures)
Rules, 2014. In the case of listed companies, they should issue in accordance with
Securities and Exchange Board of India Employee Stock Option Scheme Guidelines.

5. Restricted stock units (RSUs):

 A restricted stock unit (RSU) is a form of compensation issued by an employer to an
employee in the form of company shares. Restricted stock units are issued to an employee
through a vesting plan and distribution schedule after achieving required performance
milestones or upon remaining with their employer for a particular length of time.
 RSUs give an employee interest in company stock but they have no tangible value until
vesting is complete. The restricted stock units are assigned a fair market value when they
vest. Upon vesting, they are considered income, and a portion of the shares is withheld to
pay income taxes. The employee receives the remaining shares and can sell them at their
discretion.

6. Merit pay:
 Merit pay refers to a performance-related pay which provides bonuses or base pay
increases for employees who hit the target or perform their jobs effectively, according to
measurable criteria over a predetermined period of time.

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