Contents Pg.

1. Executive Summary 02
2. Bloom’s Taxonomy Theory 03
I. List / Knowledge 04
II. Describe/ Comprehension 05
III. Application 11
IV. Analysis 16
V. Create/ Synthesis 17
VI. Recommend/ Evaluate 19
3. Conclusion 20
4. Reference 21

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 1. Executive Summary.

In this Assignment it explains how Blooms taxonomy being used in business concept
where it has problems relating to its recruitment, management, performance
appraisal, reward management and with no professionals to handle the above
procedures. So as in the problematic situation I would propose the idea of Blooms
Taxonomy to solve the problem. In an effective and efficient manner.

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 2. Bloom’s taxonomy

Bloom's Taxonomy was created in 1956 under the leadership of educational

psychologist Dr Benjamin Bloom in order to promote higher forms of
thinking in education, such as analyzing and evaluating  concepts, processes,
procedures, and principles , rather than just remembering facts (rote
learning). It is most often used when designing educational, training, and
learning processes. Because it also helps to develop the process of learning

Where these six steps are been the parts of,

 Problem- Remember and Understand.

 Treatment- Apply and analysis.
 Results- Evaluate and Creating.

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I. List/ Knowledge.
 No proper Management process carried out through the business.
 No proper recruitment procedures were built to recruit employee.
 No proper performance appraisals.
 No proper Reward Management.
 No involvement of management in board meeting for corrective action of
business.
 No proper Hr policies or procedures held.

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 II. Describe/ Comprehensive.
o No proper Management processes.

The organization didn’t conclude the process of Planning, Organizing, Leading and
Controlling. Even the one process of above did not carried out properly then it
could lead to fall in management. As further, the case study includes that all
decision was taken by Mr. Saman (Chairman) and Mrs. Nihani (Directress), where
it leads to non-proper management as no employee concern only in the concern of
family management.

So, the good process must follow the steps below.

1) Planning – This is the process of establishing of goals and objectives which a

firm expects to accomplish and establish the relevant strategies to achieve
them.
Setting Goals.
Environmental Analysis.
Resources analysis.
Gap Analysis.
Strategies decision making.
Implementation of plans.
Measurement and Control of plan.
2) Organizing - This is the process of allocating resources, delegating of
distribution of work in order to achieve the goals and objectives efficient and
effective manner.
Recognize the task.
Division of labor.
Departmentalization.
Delegation of authority and responsibility.
Determination the standards of work.
Allocation of resources.
Coordination.

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 3) Leading – This is the process of influencing, motivating and making
employees aware of necessary activities to get them, engaged in those
activities to achieve organization goals and objectives.
4) Controlling – This is the process of examining if the plans are been
implemented so as to achieve the goals and objectives of a firm and if there
are deviation identifying them to take corrective action.
Establish Standards and Methods of Measuring Performance.
Measure Performance.
Check does Performance match the Standards.
Take corrective Decisions.

o No proper recruitment and selection procedures were built to recruit

employee.

Because they haven’t recruit and select the right candidates to the Enterprise where
by the recruited employees have dissatisfaction among themselves as mentioned in
the provided case. As a result of employee dissatisfaction made or increased the
labor turnover in high rate of 100 million per month.

What is Recruitment and Selection and How does the process should to be done?

Recruitment is a positive process of searching for prospective employees and

stimulating them to apply for the jobs in the organization. When more persons
apply for jobs then there will be a scope for recruiting better persons. Employee
Selection is the process of putting right men on right job. It is a procedure of
matching organizational requirements with the skills and qualifications of people.
Effective selection can be done only when there is effective matching. By selecting
best candidate for the required job, the organization will get quality performance of
employees. Moreover, organization will face less of absenteeism and employee
turnover problems. By selecting right candidate for the required job, organization
will also save time and money.

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Recruitment process and Selection process

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 o No proper Performance Appraisals is not conduct properly.

As in the case study it states that the Performance Appraisal is done by the
chairman and directress where its not done so effective and efficient manner so it
causes eligible of increase in the turnover of employee. That impacts on the growth
of the business.

What is performance Appraisal and How does it been conduct?

This is a systematic, general and periodic process that assesses an individual

employee's job performance and productivity in relation to certain pre-established
criteria and organizational objectives.

o No proper Reward Management.

As mentioned in the case study the reward is based on the opinions of directress and
the chairman so it could create variation between employees in the Halo effect.
Rewarding its employees in accordance to their skill and competencies,
contribution, market growth and in accordance to the value to the organization so

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the employees would compromise between them the higher contributors get higher
reward and low contributors get low rewards.

What is Reward Management and how is it done?

Reward management is concerned with the formulation and implementation of

strategies and policies that aim to reward people fairly, equitably and consistently in
accordance with their value to the organization. It can be monetary or non-
monetary payments.

o No involvement of management in board meeting for corrective action of

business.

The give case study states non-interference of chairman but in management decision
making process needed the chairman to be present his thoughts towards community

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to expand the growth of business and it meeting should not include a family
problem solving decision takes place.

o No proper HR Policies and Procedures held.

The given case study states as the drop-in value of sales value so it can be reason of
no proper HR policies and Procedure is not carried out by the company. If proper
policies concluded it cover three main areas such as, disparity between employees,
Controlling, Transparency. So, it has to have proper HR policies and procedures.

What are HR Policies and Procedures?

A policy is a formal statement or rule that member or employees of an organization

must follow. where else Procedures tells employees of the organization how to carry
out or implement a policy.

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 3. Apply/ Application.

As we have identified the problems of the Enterprise now, we could propose a new
method to find or recruit employees to the organization.

What is recruitment?

Recruitment is a process of finding and attracting the potential resources for filling
up the vacant positions in an organization. It sources the candidates with the
abilities and attitude, which are required for achieving the objectives of an
organization.

Recruitment process

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This is the first step in designing a powerful resource base. The process undergoes a
systematic procedure starting from sourcing the resources to arranging and
conducting interviews and finally selecting the right and best candidates.

Recruitment Planning

This is the first step of the recruitment process, where the vacant positions are
analyzed and described. A structured recruitment plan is required to attract
potential candidates from a pool of candidates. The potential candidates should be
qualified, experienced with a capability to take the responsibilities required to
achieve the objectives of the organization.

Identify Vacancy

This process begins with receiving the requisition for recruitments from different
department of the organization to the HR Department, which contains,

o Number of posts to be filled.

o Number of positions.
o Duties and Responsibilities to be performed.
o Qualifications and experiences required.

When a vacancy is identified, it the responsibility of the sourcing manager to

ascertain whether the position is required or not, permanent or temporary, full-time
or part-time, etc. These parameters should be evaluated before commencing
recruitment. Proper identifying, planning and evaluating leads to hiring of the right
resource for the team and the organization.

Job Analysis

This is a process of identifying, analyzing, and determining the duties,

responsibilities, skills, abilities, and work environment of a specific job.

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The following steps should be followed,

o Recording and collecting job information.

o Accuracy in checking job information.
o Generating JD based on the information.
o Determining the KSA required.

The immediate products of job analysis are job descriptions and job specifications.

Job Description

This provides information about the scope of job roles, responsibilities and the
positioning of the job in the organization. And this data gives the employer and the
organization a clear idea of what an employee must do to meet the requirement of
his job responsibilities.

Job Specification

This focuses on the specifications of the candidate, whom the HR team is going to
hire.

This information about each job in an organization is as follows,

o Physical specifications
o Mental specifications
o Physical features
o Emotional specifications
o Behavioral specifications
A job specification document provides information on the following elements,

o Qualification
o Experiences
o Training and development
o Skills requirements
o Work responsibilities

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 o Emotional characteristics
o Planning of career

Job Evaluation

This is a comparative process of analyzing, assessing, and determining the relative

value/worth of a job in relation to the other jobs in an organization.

Recruitment Strategy

After completing the preparation of JD and JS, the next step is to select the strategy
to adopt for recruiting the potential candidates for the organization.

While preparing a recruitment strategy, the HR team considers the following

points,

o Make or buy employees

o Types of recruitment

o Geographical area

o Recruitment sources

Steps of Recruitment strategy are,

o Setting up a board team

o Analyzing HR strategy

o Collection of available data

o Analyzing the collected data

o Setting the recruitment strategy

Searching the right candidates

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This involves attracting the job seekers to the vacancies. It can be broadly divided
into 2 categories as;

i. Internal Sauces- hiring employees within the organization through

ii. External Sources- hiring employees outside the organization through

Screening/ Shortlisting

This start after completion of the process of sourcing the candidates. Screening is
the process of filtering the applications of the candidates for further selection
process. This is an integral part of recruitment process that helps in removing
unqualified or irrelevant candidates, which were received through sourcing. 

This consists of three steps,

o Reviewing of resumes and Cover letter.

o Conducting Telephonic or Video Interview
o Identifying the top candidates.

Evaluate and Conduct

This is the last stage of recruitment. In this process, effectiveness and the validity of
the process and methods are assessed. Hence it is important that the performance of
the recruitment process is thoroughly evaluated.

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 4. Analysis

The performance appraisal being the main impact of the decrease in productivity of
the organization. Because, this is a formal process used to assess an employee's
effectiveness and productivity and serves both administrative and developmental
purposes. Administratively, it helps guide decision-making regarding employment
actions, personnel planning and training and development.

Weakness of Performance appraisal of the organization.

i. The reward management is done by the chairman and the directress by

verbal opinions so it can conclude that the performance appraisal been not
done in effective manner.
ii. No professionals to conclude the performance appraisal efficient and
effective manner.
iii. Performance appraisal been undergoing with opinions so the employee
disparities occurs.
iv. The main impact of disparities created low productivity in production.
v. Performance appraisal results with high turnover.

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 5. Create

The following step present reconstructing a HR system of the organization,

o Setting up a transition management team.

Make sure you’ve worked out who is responsible and be sure to allocate enough
resources to meet the timelines required. Where it needed a Decision Maker, Data
Analyst, An Organization Design Expert.

o Communicate plan to staff.

Many employees will feel at risk during a restructure. It’s better to be open and
honest about the process to ensure top talent feels secure and to set clear
expectations.

o Perform a skill assessment.

It’s difficult to understand where your workforce strengths and weaknesses lie
without having a way to assess employees’ skills. Talk to line managers, build a list
of core competences and use this data to guide the restructure.

o Create appropriate severance packages in advance.

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Voluntary and involuntary turnover are a part of every organizational restructure.
Make sure your severance packages are suitable, compliant and fair

o Creating a talent development program.

When employees are moving around, you need to make sure they receive the right
support and training to settle them into their new roles.

o Determine a process to assess role suitable.

It’s not just skills that should determine whether or not an employee should be
moved to a particular role. Watch out for good or poor relationships, existing team
dynamics and any personal factors that may affect their suitability for the role.

o Review and reflect.

Chances are you’re going to go through another restructure in the future. If you
plan and monitor the process now, you’ll find it easier next time.

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6. Recommend.
o 360 Degree performance management feedback system.
o Fair evaluation system.
o Highlight performers.
o Rewards Delight employees with unexpected.
o Employee engagement in meeting and projects.
o Employee voice.
o Recruit employees under proper procedures.
o Grade them under their KSA.
o Knowledge Sharing.

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3. Conclusion.
o If the performance management feedback is done then we could find the
strengths and weakness of the organization so we could adjust according to
it.
o Fair evaluation would create goodwill of company among employee internal
as well as external.
o Highlight performers would create a motivation among other to be the next
highlighter.
o It would also increase the growth and the productivity of the Enterprise.
o Increase in the scale of business.
o More training and development increase.
o Higher target or the objectives achieved easily in limited time
o Reduce in the employee turnover.
o Increase in satisfactory jobs.
o Knowledge sharing increase in making of higher profit.

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4. References.
http://www.nwlink.com/~donclark/hrd/bloom.html

http://www.yourarticlelibrary.com/recruitment/recruitment-meaning-
definition-process-and-factors-influencing-recruitment/25950

https://www.google.com/search?
q=rerward+mangement&oq=rerward+mangement&aqs=chrome..69i57j0l5.
4887j0j9&sourceid=chrome&ie=UTF-8

operational level/hr policies and procedures

https://www.tutorialspoint.com/recruitment_and_selection/recruitment_proc
ess.htm

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