Members: Registration ID

Usama Abu Bakr 17024

Muhammad Yahya 17031

BBA VIII- A
HRM Practice and Theory Assignment 10
-2020

Class: BBA Fall 2021

Course: HRM practice and theory
Max. Marks: 10
Instructor: Miss Hina Amin
Date: 25th October, 2021

Instructions Note:
 Students must attend all questions.
 Creativity and examples would be encouraged.
 Minimum word count for each question should not less than 400 words.
 Write up should be in your own words. Submission of complete copy paste material from
any student or internet in the assignment will not count and marked as “0”.
 You are allowed to make group of 4 students maximum.
 Reference articles should be taken from known and authentic resources which must
contained author name and year of publication.
 Due date of assignment submission is 7th November, 2021 (Sunday) before 8:30am.
Late submission will not be acceptable.

Format of the assignment:

 Font style: Times new roman
 File type: Only MS Word and PDF (type written)
 Size: 12
 Headings should be bold and in sequential number.
 Main contents should be in justified alignment (Ctrl + J).
 Must add page numbers (bottom of the page).
 Must attached this question paper in the start of your assignment after writing your
names and IDs.
 Your file will be submitting via Blackboard before deadline and Hard copy in class on
viva day.

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Q1: Write a short note on “Changing role of HRM” and “Women leadership and
inclusion” along with latest trends and examples. Find out relevant articles/ research studies/
archive/ videos of HR experts to support your answers and refer them for the evidence.

Answer:

Changing the role of HRM:

The changing the role of HRM is also changes time to time means the prospects to human
resource and management processes is updates for depends on the nature and the
environments changes prospects. In early 1900s it is based on the scientific method theory
which means focuses on how to increase the productivity scaler treat human as a robot. In the
middle 1900s after the scientific method theory, the Personnel management which deals
with human managing resource and it focuses on cost effective management or short term,
employee job and managing the organizations processes. But it also treat human like robot.
After this in late 1900s the Human Resource management comes. It also deal with the all
prospects of organizations but as a professionally means treat human as an investment
resource which help to develop in our goal reach and advancement growth. In 2012 or also in
current era human resource management is also changed by advanced human resource or
talent management. It deal with also all organizational prospects and technological shocks,
which means how to our business, our all department, our human (employee) selection,
training recruitment and retention etc. is increased in right manners by using technology
because now era is totally moving on digital way or digital era. Which means the HR believe,
prospects is also changed by advancement like in terms of technicality way. Also after
COVID-19, the charging role of HRM is shift towards the all efficiency, digitalization, and
prospects of all managing work or process in organizational purpose. Today’s HR trends is
should have a knowledge of technological prospects. Also should employee recruitment they
measures the employee technical skills as well. Like business analytics, programming, digital
marketing and all digital way which help to increase the organizational growth. For about
forth point is coming which was written in above. For coming of technology HR thinking are
based on approximates 60-70% focuses on strategic management remaining part they focuses
on operational management. Because increased their efficiency level. Here in this diagram
below see more learnt about it.

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Here is the link below of an article or blog all learnt about the in depth the changing the role
of HRM.
https://peakon.com/blog/future-work/the-changing-role-of-the-hr-professional/# .

Women leadership and inclusion:

Women leadership and inclusion, before talking about this topic first we need to know about
concept inclusion because it’s interrelated to women leadership factor as well. Inclusion is
about equally behave to every gender, equally about to gives opportunity to every gender etc.
don’t created difference based on their race, gender, religion, color, ethnicity, socio-economic
status, age, physical abilities, political beliefs, or other ideologies. The ratio of women
leadership is increased in today’s era. Today’s work environment gives opportunity to all not
base on isolation. That’s why today era is more efficient. In 2019, the proportion of women
in senior management roles globally grew to 29%, the highest number ever recorded. In
2020. In 2020, 40% of human resources directors are women, compared to 17% of chief
marketing officers and 16% of chief information officers. Here is the link below you can
more learn about the increasing ratio women in workplace by region to region.
https://www.catalyst.org/research/women-in-management/.

Q2: What one manager should know about labor laws for effective management in context of
Pakistani Organizations? Also write six (6) employment laws of Pakistan (preferable) or
international with proper references of act/article/code and according to your perception
define their usage for better organizational practices.

Answer:

A manager should know all about labor laws, so that he can purse an effective management
system. If a manager is aware and educated about all the employment, he/she will be able to
protect the rights of employees, managers will able to help companies in fines, lawsuits,
expenses and expand the business legally as well.

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Employment Laws:

Maternity Protection Convention No. 183

Industrial and Commercial Employment (Standing Orders) Ordinance 1968
Factories Act, 1934
Shops and Establishment Ordinance, 1969
Mines Act, 1923
Road Transport Ordinance, 1961

Discrimination:

According to the Article 27 and 25, constitution prohibits the discrimination in the following
areas (religion, sex, caste and residence) and Article 38 also ensures equal rights between
employers and employees irrespective of their race, gender, race and religion. Sharia Law
states the thing “There shall be no discrimination on the basis of sex” Article 25 (Chapter 3A.
– Federal Shariat Court). Following this act will not only bring equality and remove
discrimination, it is also beneficial for organizations for diversity and increased diversity can
lead to innovations.

Leave and Maternity Benefits:

Maternity Protection Convention No. 183 was adapted on June 15, 2000, this law states that
employers should not terminate woman employee during her pregnancy. Sindh Employees
Social Security Act also states that woman should be allowed a 12 weeks maternity. It is
essential for organizations to put this law in practice, employer should not dismiss employees
whom are pregnant, instead pregnant employees should be given maternity leave on a
monthly salary and a period of maternity should not be less than 14 weeks. According to this
law, there should be at least 14 P.T.O’s for employees who completes 12 months in factory,

Employment Contract and Termination Law:

According to the Industrial and Commercial Employment (Standing Orders) Ordinance 1968,
workers whom are terminated on the basis of misconduct, also have the right of fair hearing.
This law also states employees who resigns (other than misconduct) is to be paid an amount
equivalent to his 30 days income, for 6 months, means 20 weeks.

Working Hours:

4 Acts were used to determine working hours, Factories Act, 1934, Shops and Establishment
Ordinance, 1969, Mines Act, 1923 and Road Transport Ordinance, 1961. According to
factories Act 1934, the working hours of teenage or child from age 15 to 18 are five per day.
It is highly recommended for every organizations, as this is common issue in Pakistan, many
private or public companies only require 9 hours of working and many of the organizations
are call centers where 15 to 18 age teenagers work, so this is against the law. Organizations
should follow this law and provide part time opportunities for these ages.

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Q3: Access and study the latest annual report (not later than 2018) of two recognized
companies (local or international) at least and describe how those companies are using their
HR processes to help the company achieve it strategic goals. Also see their official website to
identify their endeavors regarding managing human resources.

Q4: Mention at least five (5) KPIs or HR ratios along with formula and mention minimum
five green HR practices that organizations can use for better growth.

Answer:

HR KPI Ratio with Formula:-

1. Training Cost:

The total cost of training cost and program me divided by total no. of employees makes
Training cost. Training Cost= Total cost of training & programme /Total no. of employees.

2. Acceptance Rate:

The number of jobs offered divided by number of candidate who accept an offer makes
Acceptance rate. Acceptance Rate = number of job offers/no. of candidate who accept an
offer.

3. Retention Rate:

The no. of employees that remained over a given period divided by no. of total employees.
Retention Period= no. of employees that remind over a given period / no. of total employees.

4. HR to Staff Ratio:

The employees divided by HR team members makes HR to Staff ratio. HR to Staff Ratio=
employees/HR team members.

5. Revenue per Employee:

The total revenue divided by total no. of employees makes Revenue per Employee. Revenue
per Employee = total revenue/total no. of employee.

Five Green HR Practices:

Many tools and disciplines are used by the organization for better growth which are as
follows:
1: Sharing Knowledge
2: Bonus Based On Employee Performance
3: Highlight Performance
4: Open Hour Discussion and Feedback
5: Reward and Recognition

1. Sharing Knowledge:

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Knowledge is the power of success, so the right knowledge to the right person increases the
enterprise's knowledge which effect the knowledge management for their better growth.
Knowledge management always focuses on that things which enhance the business process in
which creation, renewal and dissemination are involved and those applications which toward
the organization survival. However, a good and effective knowledge increases the sales,
enhancing the progress of organization, improves the profit as well as create the customer
satisfaction. We also know that many disciplines and tools are apply to provide an integrated
way to identification, Capture, Renew or reshape and share the information of organization to
enhances the faster response for the organization purpose.

2. Bonus Based on Employees Performance:

There are many tools of organization we should go set their goal by the web-based tools, then
also focusing on their performance, training to achieving their goals for the better growth of
organization. Employees must to enhance the empowerment, engagement, objectively
transparency and skill development as well performance for their better rewards. Specify the
measurable, receivable, achievable and tracking the employees to improve the progress of
organization and give the pay to the employee for their good performance.

3. Highlight Performance:

As per using the tools for organization growth should highlight the employee performance for
enhancing the progress of organization. We should to set the goals for employees and track
the ability and also provide the configurable workflows. Also allows the tracking of
performance for each goals. Organization should create the module, which enhances the
employee productivity, objectivity and transparency to task application and it will help the
organization become more competitive and aligned. Evaluate the Employee job performance
according to the Green related criteria.

4. Open Hour Discussion and Feedback:

For the purpose of organization growth, should follow some tools for their better growth.
Discussion is one of the best part in which some different people's which have amazing
thoughts give their perceptions related to their object. The most perfect thing is our smart
technology which have many benefits, so we should to take advantage and give our ideas to
the other person by using of smart technology (projector) as a video or diagram. This method
will develop the comprehensive definition among the group who easily understands and agree
to your thoughts, then they discuss about their implication which impact or effect on the
growth of organization. After all they will use some strong strategy for their better functions
related about the progress of organization purpose as well as prepare them to their assignment
work to introduce as a professional standards.

5. Reward and Recognition:

As per tools to better growth of Organization should to evaluate some things like to give the
financial incentives to the employees for their good performance of job. Organization should
to give the freedom to employees from to do research, freedom to fail, freedom to forms team
management, freedom to run business. These tools and disciplines increases the confidential
factor in the employees to give the best performance. Also should to balancing the pay and

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pride, dual corner tracking, promoting forms within and also balancing the whole team
management and individually reward. Most importantly encourage the employees for taking
the risk and also generation or adopting the ideas in the mind for the better progress. To give
the non-financial reward such as praises and also recognition to the employees their better
growing.

Note: Viva will be on 7th November 2021 (during class time). Don’t forget to bring your
hardcopy version on this date or else your submission will be considered “incomplete.”

All the best