PGDM II SEMESTER

Session 2022-23

PGDM 202 – HUMAN RESOURCE MANAGEMENT

HRM MINI PROJECTS

Date of Assignment: 28th Jan 2023 Date of Submission: 31st Mar 2023

Submitted to: Submitted by:

Prof. Swati Bhatia ATUL PRAKASH
ABS/PGDM/22/073
 Project 1
Manpower Planning

To plan the manpower requirement for the new project, the HR manager of the IT company
must consider the following factors:
 Project scope: The HR manager needs to understand the scope of the project, including its
objectives, deliverables, timelines, and budget. This information will help the HR manager
determine the size and composition of the project team.

 Project complexity: The complexity of the project will determine the level of expertise and
experience required of the team members. The HR manager needs to identify the key skills
and competencies needed to deliver the project successfully.

 Resource availability: The HR manager needs to assess the availability of resources,

including human resources, technology, and equipment. This will help the HR manager
determine the feasibility of the project and the timeline for completion.

 Project risks: The HR manager needs to identify potential risks that may impact the project,
such as resource constraints, technology failures, or changes in the client's requirements. This
will help the HR manager plan for contingencies and ensure the project's success.

 Organizational structure: The HR manager needs to consider the organizational structure of

the IT company and how the project will fit into it. This will help the HR manager determine
the reporting lines and communication channels for the project team.

Factors affecting HRP include:

 Business strategy: The company's business strategy will determine its long-term goals and
objectives. The HR manager needs to align the HR strategy with the business strategy to
ensure that the company has the right talent in the right positions to achieve its goals.

 Workforce demographics: The HR manager needs to understand the demographics of the

company's workforce, including their age, gender, education, and skills. This information will
help the HR manager plan for succession, training, and development.

 Labor market conditions: The HR manager needs to be aware of labor market conditions,
including the availability of talent, the demand for specific skills, and the prevailing wage
rates. This information will help the HR manager develop a competitive compensation and
benefits package to attract and retain talent.

 Technology: The HR manager needs to be aware of emerging technologies and their impact
on the workforce. This information will help the HR manager plan for the adoption of new
technologies and the re-skilling of the workforce.
 MANPOWER
PLANNING

Resource
Project scope Project team Project risks
availability

Role & Human

Objectives Risk
Responsibility Resource

Skills &
Timeliness Technology Impact
Competency

Budget of Reporting Contingency

Equipments
Project Lines Plan
 Project 2
Demand Forecasting of Manpower

There are several methods that can be used for demand forecasting of manpower in different
departments.
Here are some of the most common methods and their advantages and disadvantages:

1. Expert opinion:

 Selected: This method involves obtaining the opinions of experts in the field or managers
who have experience in the department.
 Advantages: Expert opinion is valuable when there is a lack of historical data or when the
situation is changing rapidly. It also allows for subjective factors to be considered, such as
changes in the industry or the economy.
 Disadvantages: Expert opinion can be biased, based on individual experiences, and there
may be a lack of consensus among experts.

2. Trend analysis:

 Selected: This method involves analyzing historical data to identify patterns and trends in
manpower demand.
 Advantages: Trend analysis is useful when there is a sufficient amount of historical data, and
the patterns are consistent over time. It can help identify seasonality, cyclical trends, and
long-term trends in demand.
 Disadvantages: Trend analysis assumes that the future will be similar to the past, which may
not always be the case. It can also be challenging to identify trends accurately if the data is
noisy or if there are sudden changes in the industry or the economy.

3. Workload analysis:

 Selected: This method involves analyzing the workload of the department to estimate the
number of employees required to meet the workload.
 Advantages: Workload analysis is useful when the department's workload is known and
relatively stable. It can also help identify areas where productivity can be improved.
 Disadvantages: Workload analysis assumes that the workload is directly proportional to the
number of employees, which may not be accurate if the department's processes are not well-
defined or if there are inefficiencies in the workflow.

4. Delphi method:

 Rejected: This method involves obtaining the opinions of a panel of experts through a series
of rounds of feedback and discussion.
 Advantages: The Delphi method allows for a more structured approach to obtaining expert
opinion and can help identify areas of agreement and disagreement among the experts.
  Disadvantages: The Delphi method can be time-consuming and expensive, and there may
still be a lack of consensus among the experts.

5. Regression analysis:

 Rejected: This method involves analyzing the relationship between the manpower demand
and other variables, such as sales or production volume.
 Advantages: Regression analysis can help identify the factors that influence manpower
demand and can be used to predict demand based on changes in those factors.
 Disadvantages: Regression analysis assumes that the relationship between the variables is
linear and that there are no other factors that influence manpower demand. It can also be
challenging to identify the correct variables to use in the analysis.

Here's a table summarizing the methods selected and rejected:

Method Selected/Rejected Advantages Disadvantages

Expert Selected Useful when there is a lack of historical Can be biased, lack of consensus
opinion data or rapid changes; considers subjective among experts
factors

Trend Selected Useful when there is sufficient historical Assumes future will be similar to the
analysis data and consistent trends past, difficulty with noisy data or
sudden changes

Workload Selected Useful when workload is known and Assumes workload is proportional to
analysis stable, identifies productivity employees, inefficiencies in
opportunities workflow may distort results

Delphi Rejected More structured expert opinion approach, Time-consuming, expensive, still
method identifies areas of agreement/disagreement may lack consensus among experts

Regression Rejected Identifies factors that influence demand, Assumes linear relationship,
analysis can predict based on changes in factors difficulty identifying
 Project 3
Supply Forecasting of Manpower

Here are some methods for supply forecasting of manpower and their advantages and
disadvantages:
1. Internal supply analysis:

 Selected: This method involves analyzing the current workforce to determine the internal
supply of employees that can be promoted or transferred to different departments or positions.
 Advantages: Internal supply analysis is cost-effective and can identify opportunities for
employee development and career advancement. It also ensures that existing employees are
fully utilized before hiring new employees.
 Disadvantages: Internal supply analysis assumes that there is a sufficient supply of
employees within the organization who have the necessary skills and experience to fill vacant
positions.

2. External supply analysis:

 Selected: This method involves analyzing the external labor market to determine the
availability of candidates with the required skills and experience.
 Advantages: External supply analysis can identify potential sources of candidates and ensure
that the organization is competitive in terms of compensation and benefits. It also allows for
diversity in the workforce.
 Disadvantages: External supply analysis assumes that there is a sufficient supply of qualified
candidates in the labor market and that the organization is attractive to potential employees.

3. Replacement chart:

 Selected: This method involves creating a chart that identifies potential replacements for each
position in the organization.
 Advantages: Replacement charts can help identify areas where there is a lack of potential
replacements and ensure that the organization is prepared for unexpected turnover.
 Disadvantages: Replacement charts assume that there are suitable replacements within the
organization and may not account for changes in the industry or the economy.

4. Succession planning:

 Selected: This method involves identifying and developing employees who have the potential
to fill key positions in the organization.
 Advantages: Succession planning can help ensure a smooth transition when key employees
retire or leave the organization. It also encourages employee development and career
advancement.
 Disadvantages: Succession planning can be time-consuming and may not account for
changes in the industry or the economy.
 5. Markov analysis:

 Rejected: This method involves analyzing the probability of employees moving from one
position to another over time.
 Advantages: Markov analysis can help identify potential gaps in the workforce and ensure
that the organization is prepared for future changes.
 Disadvantages: Markov analysis requires a significant amount of historical data and assumes
that the transitions between positions are predictable.

Here's a table summarizing the methods selected and rejected:

Method Selected/Rejected Advantages Disadvantages

Internal supply Selected Cost-effective, identifies Assumes there is a sufficient

analysis opportunities for employee supply of employees with
development and career necessary skills and experience
advancement

External supply Selected Identifies potential sources of Assumes there is a sufficient

analysis candidates, ensures supply of qualified candidates and
competitiveness in compensation that the organization is attractive
and benefits to potential employees

Replacement chart Selected Identifies potential replacements
for positions, ensures organization
is prepared for unexpected
turnover
Assumes there are suitable
replacements within the
organization and may not account
for changes in industry or
economy

Succession planning Selected Ensures smooth transition when Can be time-consuming, may not
key employees leave, encourages account for changes in industry or
employee development and career economy
advancement

Markov analysis Rejected Identifies potential gaps in Requires significant historical

workforce, ensures organization is data, assumes transitions between
prepared for future changes positions are predictable
 Project 4
Job Description

Head Projects
Job Title: Head Projects
Reports to: Chief Technology Officer

Job Purpose:
The Head of Projects will be responsible for managing and coordinating all aspects of the projects in
the organization. This includes managing project timelines, budgets, resources, and communication
with stakeholders.

Key Responsibilities:

• Lead, manage and oversee multiple projects simultaneously

• Ensure projects are completed on time, within budget, and meet quality standards
• Develop and maintain project plans, schedules, budgets, and resource plans
• Work closely with stakeholders to ensure project requirements are clearly defined and
communicated
• Manage project risks and issues, and develop mitigation plans
• Report project progress to stakeholders and provide regular updates
• Develop and maintain project documentation
• Mentor and develop project team members

Qualifications:

• Bachelor's or Master's degree in Computer Science or related field

• Minimum 8-10 years of experience in project management
• Strong leadership and interpersonal skills
• Excellent communication and presentation skills
• Ability to work effectively under pressure and manage multiple priorities
• Experience with project management tools and methodologies
• PMP certification preferred

Software Developer

Job Title: Software Developer

Reports to: Head of Development

Job Purpose:
The Software Developer will be responsible for developing and maintaining software applications in
the organization. This includes analyzing user requirements, designing software solutions, coding,
testing, and implementing software applications.

Key Responsibilities:

• Analyze user requirements and develop software solutions

• Write clean, maintainable, and efficient code
• Test and debug software applications
• Collaborate with cross-functional teams to identify and prioritize software features
• Provide technical support for software applications
• Develop and maintain software documentation
• Keep up-to-date with emerging trends and technologies in software development

Qualifications:

• Bachelor's or Master's degree in Computer Science or related field

• Minimum 3-5 years of experience in software development
• Strong programming skills in one or more programming languages (e.g. Java, C++, Python)
• Experience with software development tools and methodologies (e.g. Agile, Scrum)
• Strong problem-solving and analytical skills
• Excellent communication and interpersonal skills
• Ability to work effectively in a team environment
 IT Manager
Job Title: IT Manager

Reports to: Chief Information Officer

Job Purpose:
The IT Manager will be responsible for managing the IT operations and infrastructure in the
organization. This includes managing the IT team, overseeing the installation and maintenance of
hardware and software, and ensuring the security and reliability of the IT systems.

Key Responsibilities:

• Manage the IT team and provide leadership and direction

• Ensure the security and reliability of the IT systems
• Oversee the installation and maintenance of hardware and software
• Develop and maintain IT policies and procedures
• Manage IT budgets and resources
• Develop and implement disaster recovery and business continuity plans
• Collaborate with cross-functional teams to identify and prioritize IT projects
• Keep up-to-date with emerging trends and technologies in IT

Qualifications:

• Bachelor's or Master's degree in Computer Science or related field

• Minimum 8-10 years of experience in IT management
• Strong leadership and management skills
• Excellent communication and interpersonal skills
• Strong problem-solving and analytical skills
• Experience with IT infrastructure and operations
• Knowledge of IT policies, procedures, and standards
• Experience with project management methodologies
 IT Executive
Job Title: IT Executive

Reports to: IT Manager

Job Purpose:
The IT Executive will be responsible for providing technical support to end-users in the organization.
This includes troubleshooting hardware and software issues, installing and configuring software, and
providing training to end-users.

Key Responsibilities:

• Provide technical support to end-users for hardware and software issues

• Troubleshoot and resolve hardware and software problems
• Install and configure software on computers and other devices
• Provide training to end-users on how to use hardware and software applications
• Maintain inventory of IT equipment and software licenses
• Collaborate with the IT team to identify and resolve technical issues
• Ensure the security and reliability of the IT systems
• Document IT support activities and maintain IT support records

Qualifications:

• Bachelor's or Master's degree in Computer Science or related field

• Minimum 2-3 years of experience in IT support or related field
• Strong problem-solving and analytical skills
• Excellent communication and interpersonal skills
• Experience with hardware and software troubleshooting and support
• Knowledge of IT policies, procedures, and standards
• Ability to work independently and in a team environment
• Certifications in relevant technologies (e.g. Microsoft, Cisco) is a plus.
 Project 5
Job Specification

Head Projects

Job Title: Head Projects

Reports to: Chief Technology Officer (CTO)

Job Purpose:
The Head Projects will be responsible for overseeing and managing the company's projects from
inception to completion, ensuring that projects are delivered within scope, time, and budget. The role
requires strong leadership, project management, and communication skills.

Key Requirements:

• Bachelor's or Master's degree in Computer Science, Engineering, or related field

• Minimum 8-10 years of experience in project management, preferably in the IT industry
• Strong leadership, communication, and interpersonal skills
• Excellent project management skills, including the ability to develop and manage project plans,
timelines, and budgets
• Demonstrated ability to lead and motivate project teams
• Knowledge of project management methodologies and best practices
• Strong problem-solving and analytical skills
• Ability to work independently and in a team environment
 Software Developer

Job Title: Software Developer

Reports to: Development Manager

Job Purpose:

The Software Developer will be responsible for developing and maintaining software applications,
ensuring they are of high quality, scalable, and meet customer requirements. The role requires strong
technical skills, problem-solving ability, and the ability to work in a fast-paced environment.

Key Requirements:

• Bachelor's or Master's degree in Computer Science or related field

• Minimum 3-5 years of experience in software development
• Strong technical skills, including proficiency in programming languages such as Java, C++,
or Python
• Knowledge of software development methodologies and best practices
• Experience with database systems such as SQL Server or Oracle
• Excellent problem-solving and analytical skills
• Ability to work independently and in a team environment
• Strong communication and interpersonal skills
 IT Manager

Job Title: IT Manager

Reports to: Chief Information Officer (CIO)

Job Purpose:

The IT Manager will be responsible for managing the company's IT infrastructure, ensuring it is
reliable, secure, and supports the company's business objectives. The role requires strong leadership,
technical skills, and the ability to work in a fast-paced environment.

Key Requirements:

• Bachelor's or Master's degree in Computer Science, Information Technology or related field

• Minimum 7-10 years of experience in IT management, preferably in the IT industry
• Strong leadership, communication, and interpersonal skills
• Excellent knowledge of IT infrastructure, hardware, software, and network systems
• Demonstrated ability to manage teams and work under pressure
• Knowledge of IT policies, procedures, and best practices
• Strong problem-solving and analytical skills
• Ability to work independently and in a team environment
 IT Executive

Job Title: IT Executive

Reports to: IT Manager

Job Purpose:

The IT Executive will be responsible for supporting the company's IT infrastructure and providing
technical assistance to end-users. The role requires strong technical skills, problem-solving ability,
and the ability to work in a fast-paced environment.

Key Requirements:

• Bachelor's or Master's degree in Computer Science or related field

• Minimum 1-3 years of experience in IT support or related field
• Strong technical skills, including proficiency in Microsoft Office Suite, Windows operating systems,
and basic networking concepts
• Knowledge of IT policies, procedures, and best practices
• Excellent problem-solving and analytical skills
• Ability to work independently and in a team environment
• Strong communication and interpersonal skills
 Project 6
Internal and External Sources of Recruitment

List of internal and external sources of recruitment for the positions:

1. Head Projects:

Internal sources:

 Promotions from within the company

 Employee referrals

External sources:

 Job boards and career websites

 Professional networking sites such as LinkedIn
 Recruitment agencies and headhunters
 Industry associations and events

2. Software Developer:

Internal sources:

 Transfers from other departments

 Employee referrals

External sources:

 Job boards and career websites

 Professional networking sites such as LinkedIn
 Recruitment agencies and headhunters
 College and university job fairs
 Coding bootcamps and hackathons
 3. IT Manager:

Internal sources:

 Promotions from within the company

 Transfers from other departments

External sources:

 Job boards and career websites

 Professional networking sites such as LinkedIn
 Recruitment agencies and headhunters
 Industry associations and events
 College and university job fairs

4. IT Executive:

Internal sources:

 Transfers from other departments

 Employee referrals

External sources:

 Job boards and career websites

 Professional networking sites such as LinkedIn
 Recruitment agencies and headhunters
 College and university job fairs
 Technical training programs and workshops
 Project 7
Selection Process

The selection process for the following positions can be designed

as follows:

1. Head Projects:

 Application screening: Reviewing resumes and applications to

determine if candidates meet the minimum requirements for the
position.

 Phone screening: Conducting phone interviews to further

assess candidates' qualifications and determine if they are a
good fit for the position and the company culture.

 In-person interviews: Conducting multiple rounds of in-person

interviews with the candidate, including interviews with key
stakeholders in the company.

 Skills assessments: Conducting skills assessments such as case

studies, presentations, and simulations to assess the candidate's
ability to perform in the role.

 Background checks and reference checks: Conducting

background checks and reference checks to ensure the candidate
has a history of ethical behavior and good performance in
previous roles.
2. Software Developer:

 Application screening: Reviewing resumes and applications to

determine if candidates meet the minimum requirements for the
position.

 Technical skills assessment: Conducting a technical

assessment such as a coding challenge or test to assess the
candidate's technical skills.

 In-person interviews: Conducting in-person interviews with

the candidate, including a technical interview to assess the
candidate's problem-solving and communication skills.

 Personality and cultural fit assessment: Assessing the

candidate's personality and cultural fit with the company
through behavioral interviews and assessments.

 Reference checks: Conducting reference checks to ensure the

candidate has a history of good performance in previous roles.

3. IT Manager:

 Application screening: Reviewing resumes and applications to

determine if candidates meet the minimum requirements for the
position.

 Phone screening: Conducting phone interviews to further

assess candidates' qualifications and determine if they are a
good fit for the position and the company culture.
 In-person interviews: Conducting multiple rounds of in-person
interviews with the candidate, including interviews with key
stakeholders in the company.
 Leadership and management assessment: Conducting
assessments such as case studies and simulations to assess the
candidate's leadership and management skills.

 Background checks and reference checks: Conducting

background checks and reference checks to ensure the candidate
has a history of ethical behavior and good performance in
previous roles.

4. IT Executive:

 Application screening: Reviewing resumes and applications to

determine if candidates meet the minimum requirements for the
position.

 Phone screening: Conducting phone interviews to further

assess candidates' qualifications and determine if they are a
good fit for the position and the company culture.

 In-person interviews: Conducting multiple rounds of in-person

interviews with the candidate, including interviews with key
stakeholders in the company.

 Strategic thinking and problem-solving assessment:

Conducting assessments such as case studies and simulations to
assess the candidate's strategic thinking and problem-solving
skills.

 Background checks and reference checks: Conducting

background checks and reference checks to ensure the candidate
 has a history of ethical behavior and good performance in
previous roles.

Project 8
Selection Tests

Here are some selection tests that can be used to minimize

attrition rate and reduce the cost of replacement for the following
positions:
Position Selection Tests Reasons for Selection / Rejection
Head Assessment center These tests can assess the candidate's leadership,
Projects exercises (e.g., case communication, problem-solving, and decision-making
studies, in-basket skills, which are essential for the Head Projects role.
exercises) Additionally, these tests simulate real-world situations
and give a more accurate picture of how the candidate
will perform on the job.

Software Technical skills tests Technical skills are critical for the Software Developer
Developer (e.g., coding role, and these tests can assess the candidate's ability to
challenges, solve problems and write code. However, these tests
whiteboard should be used in conjunction with other assessments to
interviews) ensure that the candidate is also a good cultural fit and
has strong communication skills.

IT Personality tests Personality tests can help determine if the candidate has
Manager (e.g., DISC, MBTI) the right temperament for the IT Manager role, including
the ability to manage conflict and work well with others.
However, it's important to remember that personality tests
are not foolproof and should be used in conjunction with
other assessments.
 IT Situational Situational judgment tests can assess the candidate's
Executive decision-making and problem-solving skills in real-world
judgment tests
situations. They can also help determine if the candidate
is a good cultural fit for the company. However, these
tests should be used in conjunction with other
assessments to ensure that the candidate also has the
necessary technical skills and experience.

Project 9
selection interview techniques

Here are some selection interview techniques that can be used to minimize
attrition rate and reduce the cost of replacement for the following
positions:
Position Interview Reasons for Selection / Rejection
Techniques
Head Behavioral Behavioral interviews can assess the candidate's past performance and
Projects interviews behavior in specific situations, which can give a good indication of how
they will perform in the role. Additionally, these interviews can help
determine if the candidate has the necessary leadership and communication
skills, which are essential for the Head Projects role. However, it's
important to ensure that the questions asked are relevant to the role and
focus on specific situations rather than hypothetical scenarios.

Software Technical Technical interviews can assess the candidate's problem-solving ability and
Developer interviews technical skills, which are critical for the Software Developer role. These
interviews can include coding challenges or whiteboard exercises, which
can give a good indication of how the candidate approaches problem-
solving. However, it's important to ensure that the questions asked are
relevant to the role and focus on real-world scenarios rather than
hypothetical ones.
 IT Situational Situational interviews can assess the candidate's decision-making and
Manager interviews problem-solving ability in real-world situations. These interviews can
present scenarios that the candidate is likely to encounter in the role and ask
them to explain how they would handle the situation. This can give a good
indication of how the candidate thinks and makes decisions. However, it's
important to ensure that the scenarios presented are relevant to the role and
that the questions asked are specific and focused.

IT Cultural fit Cultural fit interviews can assess the candidate's fit with the company
Executive interviews culture and values, which is important for the IT Executive role. These
interviews can ask questions about the candidate's work style, values, and
goals, and can give a good indication of how well the candidate will fit in
with the team. However, it's important to ensure that the questions asked are
relevant to the company culture and that the interviewer has a good
understanding of the company's values and goals.

Project 10
Performance Appraisal Form

Employee Name: ______________________Position: ____________________

Department: __________________________Date of Appraisal: ____________
Appraiser Name: ______________________ Period of Appraisal: ___________

Instructions: Please rate the employee on each of the following criteria using
the rating scale provided below.
Rating Scale:
5 - Exceeds Expectations
4 - Meets Expectations
3 - Needs Improvement
2 - Unsatisfactory
1 - Unable to Evaluate
 1. Job Knowledge and Skills

Ability to perform the job functions effectively and efficiently, including

technical knowledge, skill level, and understanding of company policies and
procedures.
Rating: __________

2. Communication Skills

Ability to communicate effectively with colleagues, superiors, and clients,

including verbal and written communication, active listening, and interpersonal
skills.
Rating: __________
3. Teamwork and Collaboration

Ability to work effectively with others and contribute to the success of the team,
including the ability to collaborate, support others, and resolve conflicts.
Rating: __________

4. Initiative and Innovation

Ability to take initiative, be proactive, and identify opportunities for

improvement, including the ability to be creative and innovative in problem-
solving.
Rating: __________

5. Leadership and Management

Ability to lead and manage a team effectively, including the ability to motivate,
delegate, and coach team members, and set and achieve goals.
Rating: __________

6. Dependability and Accountability

Ability to be reliable, accountable, and responsible for one's work, including the
ability to meet deadlines, follow through on commitments, and take ownership
of mistakes.
Rating: __________

Overall Rating: __________

Comments:
________________________________________________________________

Employee Comments:
_________________________________________________________

Employee Signature: ______________________Date: ____________________

Appraiser Signature: ______________________Date: ____________________