NAME – ARYAN KAPOOR

- M20BBA064
– HRM

ANS1, B1 - The resources are planned and maintained in accordance with the specifications.
Now, since the requirements fluctuate dramatically depending on the season, we must find a
middle ground. Either hire 3/4 of the original employees, launch a home delivery service, or
give some appealing discount or free coupon packages, such as offers.
The most important advice is to have 3/4 of the crew! The benefit of the will is that it can be
used when the season is particularly busy, such as during the summer. The workforce will be
stressed and overworked as a result. This can be accomplished by enlisting the help of interns
or paid workers. If the rush isn't controlled!
We could also use a token system and have video games for kids in the lobby.
We can distribute the crowd and control it better using the tactics listed above. We can use an
online system to place orders prior to visiting the restaurant during business hours. As a
result, when the diner arrives, the food is ready. To pass the time and provide value to the
customer's experience, we can create a Musicians Group. It will also enhance the brand's
image, resulting in consumer retention and repeat visits.
Now consider the Winter Season, when the workload is down! Then, because we must
maintain our resources, our primes focus on managing them and keeping them satisfied.
You can keep them and use them again in the summer. So, figure out how to make use of
them and keep them occupied and profitable! Customers will enjoy cocktails and winter
special menu delights, and we will be in the press for special events held at our restaurant. It
may be a pop star night or a Ghazal Session in the Daylight! Allow Ice Parties, with bears for
the boys and champagne for the ladies!
Can start a Disco to liven up the evenings and draw in the audience! Also, serve beverages,
nibbles, and mocktails! Some bouncers could be hired in security to help regulate the crowd
even more! Only I guess cold and heat fusion makes the disco business better in the winter.
Now that summer is here, we're going back to our seasonal menu and preserving the dish of
the day concept. Also, provide discounts during low-traffic times of the day.

ANS4 - Yes, I believe that job analysis should be more strategic and forward-thinking, since
it necessitates a complete review of the required information, talents, personal qualities, and
skills. One of the most crucial reasons to conduct a job analysis is to verify that employment
applications are truthful and defendable. Only the skills, knowledge, and abilities that are
stated in the job analysis should be assessed.
In addition to these advantages, there are a number of other compelling reasons to conduct a
future-oriented employment analysis:
• Workforce Planning- A thorough job analysis will aid a company's future casting efforts.
HR professionals can assess the skills of their current and potential employees and match
them to the demands of their company.
• Succession Planning- The job analysis results can help HR managers fill crucial roles in the
company today and in the future.
• Employee Development – Organizations can use the results of the job analysis to identify
any gaps on an individual level and assist employees in managing their careers.
• Job Appraisal- The results of a job analysis can assist an organisation in developing an
employee based on the job title's specific requirements.

ANS3- LOREAL IS THE COMPANY I'VE SELECTED.

Including an annual revenue of €20.3 billion, a presence in 130 countries, 27 global brands,
68,900 people, and 19 Research & Innovation centres, the L'Oreal Group is the world's
largest cosmetics and beauty firm, with brands such as Garnier, Maybelline New York, and
the Body Shop.
Social recruitment is widely used in many nations around the world, including India.
On all of L'Oreal's websites for the countries in which they operate, there is a consistent
branding. Each website's employment section lists available positions in that country.
L'Oreal's recruitment strategy involves using the social media platforms listed below to
communicate with job candidates and establish the company's profile.
In India, there are two types of recruitment sources: external and internal sources. Internal
sources are typically employed for higher-level positions and to reward employees by
providing them with better prospects for deployment and career advancement. External
sources of recruitment, on the other hand, are typically used to fill entry-level positions.
WE SHOULD USE EXTERNAL SOURCES FOR RECRUITMENT ADVERTISEMENTS,
CAMPUS RECRUITMENTS, OUTSOURCING, AND LABOUR CONTRACTORS ARE
EXTERNAL RECRUITMENT SOURCES.
INTERNAL SOURCES SHOULD BE AVOIDED.

ANS2- It is because there are some issues with job evaluation, it is rarely used to price jobs.
• It isn't a scientific way of assessing something.
• Wide swings in compensable elements such as employee aspirations, technology
advancements, and so on are possible.
• Different job holders may have different perspectives on the process.
• It is not the only aspect to consider when determining a compensation level. Government
policies, for example, are more important.
• Workers may not respond identically to jobs of equivalent substance or grade.
Despite its shortcomings and flaws, job evaluation is the most appropriate tool for
determining and modifying wages because it is a methodical and objective procedure. I'll use
the HAY System to evaluate the position of chief engineer in a large machine tool company
because it takes into account both evaluation and market factors. It will aid in the
development of a reasonable and competitive wage structure.'

ANS 1 (CASE STUDY)

All of the company's business strategies, HR activities, and cultural concerns

are clearly out of sync.
Employees from the Philippines and Malaysia claim they are treated unfairly in
comparison to their counterparts from Australia, New Zealand, and India. This
isn't a good thing because it implies that the organisation discriminates against
employees based on race or culture. Employees from Australia, New Zealand,
and India are paid more and have more luxuries than those from the Philippines
and Malaysia, including autos and luxury apartments.
The practise of providing salary and benefits depending on an employee's
expatriate status is discriminatory since it demonstrates that the company's
management sees employees from specified countries as superior to those from
other nations. When employees from many ethnic groups work together in the
same organisation, HR management must treat all employees equally;
otherwise, bias and alienation will develop.
When it comes to employing staff from foreign nations, there are a number of
issues to consider.
: In Malaysia, foreign workers are employed, however one of the most major
concerns is that these foreign workers are unfamiliar with Malaysian culture and
business operations. Every country has its own culture and way of doing things.
The same is true in Malaysia: if foreign employees are unable to adapt and
adjust, the company's output will suffer, and in some situations, the company
would lose money.
Communication challenges develop when employees from different countries
are brought together.
Personnel from foreign nations are not fluent in the local language, and
employing employees from different countries is far more expensive than hiring
a local candidate.
Finally, antagonism or hatred against foreign people among local employees is a
big problem.
Local employees may assume that foreign workers are stealing their
employment, and as a result, they are often offered preferential treatment and
privileges. This would create a hostile work environment and harm the
company's employer brand.