BBA II YEAR

INTERNAL ASSIGNMENT - ANNUAL 2021 - 2022

Paper – I Human Resource Management

Assignment - I

Answer the following questions.

1. Standing orders
Ans: Standing orders express the laws which administer the
connection between the business and labour in a modern
foundation that incorporates the components, for example, the
grouping of laborers, working hours, participation, suspension,
and so forth. Standing orders is an order or rule held to be in
force until specifically changed or withdrawn. It is an act detailing
the conditions of employment of workers in an industrial
establishment.
The basic role of the Industrial Employment (Standing Orders)
Act, 1946 is to eliminate ambiguity in employment conditions and
to regulate industrial relations. The main objective is to reduce
possible friction between the employer and his employees.
Under the act, the employers are required to precisely define the
conditions of service of workmen employed in the industrial
establishments and to make such conditions known to the
employed therein.
The Act was enacted to :
● To provide standing orders for workers, factories, and working
relationships.
● to ensure that the employee recognizes the terms and conditions of
the employees and thus to minimize exploitation of the workers.
● to promote industrial peace and harmony by supporting fair industrial
practices.

2. Job Enlargement

Ans - Job enlargement is the horizontal expansion of jobs by

increasing the number and variety of tasks an individual performs,
intending to bolster the motivational value of the job. Job enlargement
is a form of job redesign that has often been introduced as a means
of counteracting monotony and boredom. In other words, it means
increasing the scope of one’s duties and responsibilities at
the same level of skill. Sometimes a change in work tasks can add
a much-needed boost of enthusiasm, due to the change in daily
activities, and can improve morale. The employee will also need to
increase his or her productivity to accomplish the new tasks, so he or
she has a chance to implement methods that speed up his or her
output. It also shows the employee that management is aware of the
work he or she is doing and feels he or she can accomplish more, which
can add to job satisfaction.
Advantages of job enlargement;
● Variety of skills - Job enlargement helps an
organization to improve and increase the skills of the
employee
● Optimum Utilisation of Abilities: Enlarged jobs tend to better
utilize the physical and mental skills abilities of the
 workers. Enlarged jobs, with optimal levels of complexity,
can create tasks, which are challenging but attainable.

Disadvantages of job enlargement

● Productivity may fall in the short run, due to the
introduction of the new system.
● Employee unions often argue for increased pay
because of the increased workload.

3. Quality of work-life

ANS - Quality of work life is a process of work organizations that

enables its members at all levels to participate actively and efficiently
in shaping the organization’s environment, methods, and outcomes.
Having a high-quality work life (QWL) is crucial to a workplace.
Value-based management approaches aim to increase the
effectiveness of the organization and improve employee quality of life
at work. The goal of becoming a long-term, consistently reliable, and
highly productive organization is not merely a desire, it is part of the
overall strategy. Likely, organizations that focus on ensuring the best
possible quality of work will perform better and reduce turnover.

Ways to achieve quality of work life (QWL)

1. Providing Job Security

If an employee is confident that his job is secure, they are much more relaxed and can
perform better. It gives them confidence that even if something goes wrong by mistake,
their job will not be at stake
2. Rewards and recognition
If an employee is awarded for a good performance, it helps them to perform even better.

The four basic elements of quality of work life are:

(i) The program is meant for enhancing human dignity and growth opportunities;

(ii) Employees are to work together to achieve the collective goal(s);

(iii) Employees decide on work-related issues through total participation;

(iv) The program integrates the people with the organization by assimilating
individual and organizational goals.

We can say, quality of work life is an OD intervention that focuses on developing

a work environment that helps in the enrichment of the human element at work.

ASSIGNMENT– II

1. Explain the process of HRP.

ANS- Human Resource Planning is a systematic process of forecasting both

the prospective demand for and supply of manpower, and employment of
skills with the objectives of the organization. It can also be termed as the
method of reviewing the manpower necessities to ensure that the right kind of
skills is made available to the organization. The six steps involved in the
process of human resource planning is as follows:
 1. . Analyzing Organizational Objectives:

An organization's future objectives in fields such as production,

marketing, finance, expansion, and sales give an idea of what it needs
to achieve in the future.

2. Inventory of Present Human Resources:

The updated human resource information storage system can be used

to analyze employee numbers, performance, and potential. We can
estimate the number of internal sources as well as external sources
(i.e., candidates from placement agencies) that can fulfill the various
job requirements.

3. Forecasting Demand and Supply of Human Resource:

According to their job profiles, the required human resources at various

positions should be determined. Resources available within the company
and from outside can also be considered. A job description and a job
specification should be matching for a specific work, and their profile
should be fitting for the job.

4. Estimating Manpower Gaps:

Human resource demand and supply can be compared to determine

whether there is a surplus or deficit of human resources. Extensive use of
proper training and development programme can be done to upgrade the
skills of employees.

5. Formulating the Human Resource Action Plan:

The human resource plan is determined by whether there is a deficit or

surplus in the organization. If the plan is inadequate, new recruitment,
training, interdepartmental transfers, or voluntary retirement schemes and
redeployment are implemented.

6. Monitoring, Control, and Feedback:

Implementing the human resources action plan is the primary

responsibility. In addition to deploying human resources to meet the
requirements, inventories are regularly updated. Plans are strictly
monitored to identify any deficiencies. It is necessary to compare the
human resource plan with its actual implementation to secure the right
number of employees for the different positions.

Factors affecting human resource planning :

● Lack of appropriate skills, abilities, and capacities in human

resources is a major problem faced by the organization.
● Change in the organisational objectives like expansions, growth,
diversification, etc also necessitates human resource planning.
2. Explain the process of Recruitment & Selection?

ANS – Recruitment, and selection is the process of identifying the

need for a job, defining the requirements of the position and the job
holder, advertising the position, and choosing the most appropriate
person for the job. this process is one of the main objectives of
management. the success of any business depends to a large extent
on the quality of its staff.
Recruitment Process

■ The hiring manager submits a completed requisition to the HR

department.
■ The HR department will assign a requisition number to assist in tracking
and reporting.
■ The HR department will meet with the hiring manager to discuss the
position and determine the most effective recruitment and selection process.
■ Recruitment sources will include some or all of the following:
■ [Company Name] website.
■ Internal posting.
■ Online job boards.
■ Social media sites (Facebook and LinkedIn).
■ Newspaper advertising.
■ Retained agency search.
■ Temporary agency placement.
■ Employee referrals.
■ The HR department and hiring manager will review resumes of qualified
candidates to identify the most appropriate candidates for interviewing.
■ The HR department will conduct telephone pre-screens of identified
candidates and schedule in-person interviews with the hiring manager.
Selection Process

■ Hiring managers are responsible for conducting timely, effective interviews

of qualified candidates. The HR department is available to advise hiring
managers on interview techniques and final candidate selection.
 ■ A candidate evaluation form will be completed for each candidate
interviewed and will be used to make a final candidate selection.
■ Upon the selection of the final candidate, the hiring manager and the HR
department will collaborate to develop an appropriate offer of employment
(including position title, compensation, etc.).
■ The HR department or hiring manager will extend the verbal offer of
employment to the candidate selected. The HR department will prepare a written
offer of employment that is contingent upon the successful completion of required
background checks.
■ The HR department will conduct reference checks and background checks
on the selected final candidate.
■ Upon receipt of an offer letter signed by the candidate and the successful
completion of background checks, the HR department will close out the
requisition on the tracking report.

3. What is 360-degree Performance Appraisal – Explain?

ANS- Performance appraisal can be defined as a method of evaluating the

behavior of an employee in doing a particular job in the organization, both
quantitative and qualitative aspects of the job of an employee. A 360-degree
appraisal is a type of employee performance review in which subordinates, co-
workers, and managers all anonymously rate the employee. The information is
included in the employee's performance review. 360 Degree Feedback is a system
or process in which employees receive confidential, anonymous feedback from the
people who work around them. Most businesses that focus on employee
development use the 360-degree tool to assess the performance and potential of
staff and enable the employees to map their career path based on the feedback.
360-degree appraisal has four integral components:

1) Self-appraisal gives a chance to the employee to look at his/her strengths and

weaknesses, his achievements, and judge his performance. 2)Superior’s appraisal
forms the traditional part of the 360-degree appraisal where the employees’
responsibilities and actual performance are rated by the superior.
3)Subordinates appraisal gives a chance to judge the employee on the parameters
like communication and motivating abilities, superior’s ability to delegate the work,
leadership qualities, etc. 4) Peer appraisal Also known as internal customers, the
correct feedback given by peers can help to find employees’ abilities to work in a
team, co-operation and sensitivity towards others
.Self-assessment is an indispensable part of 360-degree appraisals and therefore
360 degree Performance appraisals have high employee involvement and also have
the strongest impact on behavior and performance. A 360-degree appraisal is
generally found more suitable for managers as it helps to assess their leadership
and managing styles. This technique is being effectively used across the globe for
performance appraisals