M ALI AHSAN KHAN

11172
HR MANAGEMENT (106670)
MID TERM EXAM
DATED: MARCH 10, 2021

ANSWER SHEET

Q 1: Develop outlines showing how trends like workforce diversity, technological

innovation, globalization, and changes in the nature of work have affected the college
or university you are attending now.
ANS: Human Resource Management is the critical territory of the powerful business world.
Because of the difference in business world, human asset the board is changing
everywhere on the world in principle and practice in reality. At the same time the
climate of human asset the executives in the corporate field all through the world is
additionally evolving greatly. Changes are happening today that are requiring human
asset directors to assume an undeniably focal part in overseeing organizations. These
progressions or patterns incorporate globalization, changes in the idea of work, and
innovation. These are examining beneath
GLOBALIZATION: The propensity of firms to broaden their business, possession, and
additionally assembling to new business sectors abroad-is the essential topic of
globalization. In globalization no exchange hindrance exists by any means. "Free
progression of products, administrations and works"- is the followed reasoning of
globalization idea really. Entire world treated as the market here and the dealers would
be worldwide also. The organizations show an inclination to spread the business,
possession and assembling to the entire world market.
WORK-FORCE DIVERSITY: The work powers are getting broadened also in the human
asset the executives practice all through the world. Homegrown human asset practices
would be changed because of the difference in worldwide human asset rehearses.
Work-power of an association would increasingly proficient and uncommon too. So the
preparation and improvement is vital for the human asset the executives to different
the current labor force by which an association's human asset could work in any
changed climate to accomplish a definitive objective of the association too.
TECHNOLOGICAL INNOVATION: Human asset the executives is changing with the
headway and advancement of innovation in fact. It is vital for each homegrown and
worldwide association's human asset practice to select with the mechanical
development and progression too. Trend setting innovation helps the HRM office and
representatives additionally to adapt up to their work and increment the skill just as
viability of them.

CHANGES IN THE NATURE OF WORK: We know human asset the board capacities are
initiates, chooses, prepares and repays representatives, etc. Yet, the human asset
errands are turning out to be changed its examples of capacities also. Today occupations
are practically high-innovation, administration and information based. So the human
asset the executives is changing its center undertaking like enlisted people, chooses,
prepares and remunerates workers, etc.
High-Tech Jobs: Today's nearly occupations depend on high-mechanical methodology
really. So a human asset director should think to the mechanical mastery of likely
representatives. Furthermore, a potential representative should have the updated
innovative mastery and information too and it would be required.
Service jobs: Nowadays, all positions are treated as administration work. Educators,
attorneys, specialists, scientists, designs thus such word related work force are offering
their support through positions. In these positions, human asset the executives must
spotlights on the idea of these tasks to create and redesign too.
Q 2: Do you think job rotation is a good method to use for developing management
trainees? Why or why not?
ANS: Job rotation is the surest way of keeping the employee away from complacency and
boredom of routine. It is difficult for an employee to sustain his interest in a given Job
for any substantial length of time as humans have the tendency of outgrowing their jobs
through the learning and experience that they gain over a period of time. Stimulating
human mind through diversity of challenges is a sure way to bring to forefront its
creative instincts and in taking the individual.
Advantages: Helps Managers Explore the Hidden Talent, Job Rotation is designed to
expose employees to a wider range of operations in order to assist managers in
exploring their hidden talent. In the process, they are moved through a variety of
assignments so that they can gain awareness about the actual working style of the
organization and understand the problems that crop up at every stage. Through this
process, managers identify what a particular person can do.

Q 3: Your company has been introducing additional, specific HR policies over the years, but
now wishes to reconsider its overall HR policy. Analyze five concepts that you consider
essential that it covers.
ANS: Overall policy
This defines how the organization fulfils its social responsibilities for its
employees and sets out its attitudes towards them. It is an expression of its values or
beliefs about how people should be treated. Peters and Waterman (1982) wrote that if
they were asked for one all-purpose bit of advice for management, one truth that they
could distil from all their research on what makes an organization excellent, it would be,
‘Figure out your value system. Decide what the organization stands for.’ Selznick (1957)
emphasized the key role of values in organizations, when he wrote ‘The formation of an
institution is marked by the making of value commitments, that is, choices which fix the
assumptions of policy makers as to the nature of the enterprise, the values expressed in
an overall statement of HR policies may explicitly or implicitly refer to the following
concepts:

 Equity: treating employees fairly and justly by adopting an ‘even handed’ approach. This
includes protecting individuals from any unfair decisions made by their managers,
providing equal opportunities for employment and promotion, and operating an
equitable payment system.
 Organizational learning: a belief in the need to promote the learning and development
of all the members of the organization by providing the processes and support required.
 Performance through people: the importance attached to developing a performance
culture and to continuous improvement; the significance of performance management
as a means of defining and agreeing mutual expectations; the provision of fair feedback
to people on how well they are performing.
 Quality of working life: consciously and continually aiming to improve the quality of
working life. This involves increasing the sense of satisfaction people obtain from their
work by, so far as possible, reducing monotony, increasing variety, autonomy and
responsibility, and avoiding placing people under too much stress.
 Working conditions: providing healthy, safe and so far, as practicable pleasant working
conditions.