MBA (Evening) Program

Department of Marketing
Faculty of Business Studies
University of Dhaka

1st mid-term examination

Course Title: Human Resources Management
Course Code: MKT- 512
Full Marks: 15 points
Time: 60 minutes

ID No: __ Name __ Batch:

1. As an HR professional in a company, how could you redesign your HR

department and what changes would you like to see to establish a healthy
workplace for your organization and to satisfy your employees? Write your answer
based on what your have learned from the First Mid Term Syllabus of HR. (500
words)

2. Technological advances have made the process of operating an organization

much easier, but these advancements have also provided employers a means of
sophisticated employee monitoring. Although most of this monitoring is designed
to enhance worker productivity, it could, and has been, a source of concern over
worker privacy. These advantages have also brought with them difficult questions
regarding what managers have the right to know about employees and how far they
can go in controlling employee behavior both on and off the job. When employees
engage in work related activities at home during COVID-19 pandemic situation,
does management’s prerogative to monitor employees remain in force? What is
your opinion? (250 words)
1. As an HR professional in a company, how could you redesign your HR department and what
changes would you like to see to establish a healthy workplace for your organization and to satisfy
your employees? Write your answer based on what you have learned from the First Mid Term
Syllabus of HR.

As an HR professional in a company, we will try to redesign our HR department in a way which will truly
be human centric and sustainable. In here, I am using “we” instead of “I”, because I think it is not
possible without a collaborative approach.

Improving communications skills and relationship skills: At first we will try to train my
employees how they can improve their communication skills and relationship skills. Because
miscommunication is one of the most dangerous thing for an organization. If the employees know about
different communication styles like supportive, emotive, reflective and directive, they will be able to
understand each other better. They will become less judgemental and there will be less conflict as they
will be aware of style flexing. This way we will be able to create empathy within employees and they will
be more emotionally intelligent.

Ensuring diversity and equity: We will try to build teams which will be diverse, because diversity
can boost innovation within an organization. People will share their different point of views which will
give others to think in a different perspective. We will also try to ensure equity among employees so
that they feel morally good about the organization.

Incentivize and promote ethical activities: As an organization we will promote moral and ethical
activities more seriously. We will try to build an incentive model which will facilitate ethical activities and
denotative unethical activities. People in the organization will not be told to only prioritize profitability
but also moral activity. It will create a sense of good feeling about themselves as well as about the
organization.

Trusting employees as good human and ensuring work flexibility: We will trust our employees
as good human beings and will give them work flexibility. By providing work flexibility and hybrid model,
we will try to create a self-developed sense of responsibility among them.

Implementing performance based incentive policy, world class culture and working
environment: By providing world class culture, environment, performance based payment, and healthy
food, we will try to engage our employees more to the organization. We will try to celebrate, even their
little achievements and personal life events to make them feel that, they matter for the organization.
2. Technological advances have made the process of operating an organization much easier, but these
advancements have also provided employers a means of sophisticated employee monitoring.
Although most of this monitoring is designed to enhance worker productivity, it could, and has been,
a source of concern over worker privacy. These advantages have also brought with them difficult
questions regarding what managers have the right to know about employees and how far they can go
in controlling employee behaviour both on and off the job. When employees engage in work related
activities at home during COVID-19 pandemic situation, does management’s prerogative to monitor
employees remain in force? What is your opinion?

When employees engage in work related activities at home during COVID-19 pandemic situation, I think
management should not monitor their employees work strictly. As the technology is evolving every day,
organizations are also adapting the technology and using it to foster their productivity. But the alarming
thing is, some organizations are monitoring their employees very strictly. Which is creating a bad
feelings inside employees mind. They feel like, they are not trustworthy. Providing employees control
and trusting them as a good human being will make the employees feel good about them and they will
work more effectively. Some employees might take unethical advantage of this working home facilities,
in that case management can track employees within a less strictly. So that they do not feel
untrustworthy about themselves.

Empowering employees by giving them control and flexibility seems to boost more productivity than
sophisticate monitoring. If the employees are concern about their privacy and feel unreliable, it will
demotivate the employees. Which will impact the employees mental health as well as organization’s
profitability.