Essentials Of HRM

Question 1-
Answer- In the age of globalisation, companies would be compelled to grow. For an organisation to
flourish and survive, they must expand its reach. The complexity of transition would provide
additional difficulties for HR managers nowadays. HR managers are always improving to meet the
difficulties and play a crucial role in an organisation.
Human Resource Management -
A business or organization's human capital is managed systematically through the process of human
resource management. To achieve the goals of the company sustainably, the HR department must
make sure that employee and organisational goals are matched. The main responsibility of HR
management is to bring in new employees, keep them on board, and make sure they contribute to the
organization's goals and provide solutions.
Some Responsibilities HR manager-
1. Work together with the management team to develop the vision and mission of the business.
2. Create long-term HR strategies and plans (recruitment, training, compensation etc.)
3. Employ, direct, and review HR executives' performance
4. Make decisions and take action on initiatives for diversity, equal opportunity, etc.
5. Take control of employee and labour relations
6. Redesign procedures to maximise efficiency
7. Ensure that all practises adhere to legal requirements and best practises.
8. Examine the efficiency of HR procedures and guidelines
9. Create reports utilising business measurements and KPIs for the CEO.
Expanding human resources services inside an organisation can help in efficient, high-quality service
to the organization ’s internal customers - its employees. To satisfy the complicated demands of a
rising staff, small firms must also increase their human resources departments. In order to decide if
increasing HR operations is a worthwhile objective at this moment, an HR manager needs take a
number of things into account. Cost-effectiveness, employee skill, business development, change
management, and employee engagement are all factors included.
1. HR may be required to handle employees and pay packages more skillfully in organisations
experiencing fast expansion. Employees in human resources may also need to change the job
descriptions for the remaining employees.
2. HR may need to take steps to alleviate workers' fears about organizational change. For
instance, when a smaller business is expanding, this may require the HR department to assume
a public relations role.
3. The HR department must establish open channels of communication with employees during
organisational transformation, since it frequently causes significant misunderstanding. Along
with informing staff members of what to anticipate at each stage of the transformation process.
As a VP- HR of company I would like to point out some Scope of Human Resources Department
in the expansion of ‘Sundaram Ltd.’
1. Human Resource Planning - This step entails figuring out the organization's philosophy, plans,
and needs in terms of human resources. It entails examination of both internal and external
elements, such as necessary skills, the number of openings, labour market trends, etc.
2. Recruitment and Selection - The development of the candidate pool in accordance with the
human resources plan is the focus of recruitment. Matching people with jobs and career routes
based on their talents, needs, and professional goals is the process of selection. The applicant is
ultimately hired to complete the process.
3. Training and Development - This entails determining each person's potential and assisting in
the growth of crucial capabilities through a deliberate learning process. To enable people to do
both present and future tasks, the competences must be developed.
4. Organizational Development - This component fosters positive interactions between and
within units. It supports work groups in bringing about and overseeing change. Human resource
management is also responsible for organisational growth.
5. Career Development - It assures managerial alignment. It is a method for matching optionally
the requirements of individuals and organisations.
6. Job Design - A job's tasks, authorities, and processes are outlined in this part. Additionally, it
guarantees that each and every job inside the unit is integrated.
7. Performance Management Systems - These systems make sure that the objectives of the
person and the organisation are linked. It seeks to make sure that each person's efforts and deeds
support the objectives of the organisation.
8. Compensation and Benefits - The focus of this component is on providing the workforce with
fair, equal, and consistent compensation and benefits.
9. Employee Assistance - The goal of this component is to offer counselling or problem-solving to
specific workers. The goal is to assist staff members in resolving both personal and work-related
issues.
10. Labor Relations - This factor guarantees a positive union-organizational connection. It
attempts to foster a peaceful and harmonious workplace atmosphere.
11. HR Research, Information Systems, and Audit - This component guarantees a complete and
accurate HR data base. It not only assesses personnel policies and programmes but also identifies
areas that require improvement.
Here are examples of companies which have expanded themselves :
1. Uber entered the meal delivery market in 2016 with the introduction of UberEATS. UberEATS
is in a good position to be a significant competitor with food delivery services like Grubhub
since it uses the same back-end technology the original Uber app is based on and taps into the
vast network of drivers it currently has in place. The HR manager had to consider a variety of
factors. Employee engagement, company development, employee skill, and cost-effectiveness.
2. Tesla, Elon Musk's electric vehicle firm, just entered the energy storage market with the Tesla
Powerwall. The business designed a home battery solution using technology established for its
automobiles, and with it, it entered a $19 billion market that was only starting to expand. The
HR manager had a variety of responsibilities, including those of researcher, counsellor,
negotiator, broker, arbiter, reconcilier, and problem-solver etc.
 Conclusion-
The Business and operational environment of a company may change often,‘Sundaram Ltd.’ is
also expanding its branches across India which may have an impact on the function of Human
Resources. The HR division frequently acts as a liaison between management and staff, which is
crucial in easing the transformation process. HR may be impacted by this change and have to work
accordingly. Some aspects HR department have to keep in mind- .
(1) It Mainly Concerned on Welfare Aspect: Welfare aspect interacting with working conditions
and availability of amenities. The most significant examples of welfare aspects are housing,
transportation, medical aid, education, health, and safety.
(2) Aspect of Industrial Relations: In the business world, HRM is also essential. It tries to foster
effective communication between the management and the employee. It primarily deals with issues
like joint consultation, collective bargaining, grievance handling, conflict resolution, and union-
management interactions.
(3) Regarding Personnel Element: The theory of Human Relation Management primarily addresses
the personnel aspect of the workforce. Manpower planning, recruiting, selection, placement,
transfer, promotion, framing and development, compensation, incentives, productivity, etc. are the
primary topics covered.
Question 2-
Answer- FMCG Company - The term "FMCG" stands for Fast Moving Consumer Goods. All
consumables that people regularly purchase (apart from food and pulses) fall under this category.
Toilet soaps, detergents, shampoos, toothpaste, shaving supplies, shoe polish, packaged meals, and
home accessories top the list of most often purchased items, which also includes certain technology
items. These products provide a high return and are designed for daily or regular usage. The brands or
company who sales this items are recognize as FMCG companies.
It may be claimed that HR plays a significant role in relation to employer branding in the FMCG
sectors to illustrate the issue of the HR-Marketing interaction. FMCG firms in India, like HUL, place a
strong emphasis on upholding the employer brand. If a firm can find and keep the greatest employees,
the employer brand may be preserved. Companies like Procter & Gamble have been placing the
highest amount of attention on innovation in order to ensure employee branding in the FMCG sector
Companies like Heinz, Procter & Gamble, and HUL have prioritised recruiting the right candidates for
the appropriate jobs. The organisations have been able to increase the effectiveness of their sales force
in this way. For the purpose of hiring the top employees or skills, certain businesses, like NESTLE,
Dabur, and Marico, frequently turn to outside sources (Recruitment Consultancy Service Providers).
It can be difficult for a company to find a skilled and experienced HR expert, thus some companies
may use an outside recruiter, HR consultant, or outsourced HR business to help staff the HR
department. An HR generalist or HR manager would typically work for a one-person HR department
or solo practitioner. It is the duty of the human resource professional to adhere to corporate policies
and procedures while coordinating the HR department's budget with the organization's strategic goals.
The process of budgeting is the methodical gathering of data and information in order to project the
financial resources required to meet an organization's goals. The initial HR budget must be projected
and estimated since new firms lack a past budget to compare it to.
A human resources department can be organised in a variety of ways. Of course, the number of HR
employees depends on the size of the firm. New sub divisions and their various activities under the HR
Department are:
1. Personnel management -Within a company, the administrative task of personnel management
is responsible for organising, supporting, and employing employees. Personnel management, a
division of human resources, is concerned with finding candidates who are qualified for open
positions and assisting those who currently work for the organisation. This section serves as a
tool for assessing the hiring procedure and learning more about employee satisfaction. Every
day, personnel management experts strive to give employees the resources and equipment they
need to succeed in their workplace. Job analysis, Strategic personnel planning, Performance
appraisals, Benefit coordination, Pay and salary distribution, Attendance and leave these are
some activities which comes under this sub-division.
2. Staffing Management- The process of hiring and training the necessary employees to fill the
various jobs in the business is referred to as staffing. Estimating the quantity and kind of
employees needed is involved. It include determining the type and quantity of workers needed,
hiring and training them, and maintaining and enhancing their performance and competency.
Identifying, evaluating, placing, fostering, and evaluating people at work is the process of this
sub division - staffing.
3. Organisational Development- An objective-based process used to start a change of systems in
an entity is known as organisational development. Organizational growth is accomplished by
altering the supporting structure or communication mechanisms. Professionals may evaluate
and monitor the workplace, foresee change, and then implement it to achieve solid
organisational growth by looking at employee behaviour. In this sub division of HR department
Talent Management, Employees assistance and referral, performance and discipline, equal
opportunities has to manage.
4. Ethics and Labour- Human resource managers should refrain from discriminating against
their staff members on the basis of such things as race, caste, culture, outward appearance,
religion, job competition, etc. Since motivated people perform more productively and
efficiently in an ethical workplace, it helps the organisation achieve its objectives. Employees
should be aware of how the company runs and how they will be expected to contribute to and
behave within the company when they first join. Employee handbooks that instruct staff
members on what is proper and wrong are the duty of human resources. Labour Relations,
Labour contract administration, Ethical conduct are some jobs of this sub-division.
5. Training and development - In every firm, one of the most important aspects of human
resource management is training and development. By exposing employees to new methods of
working, this training aims to improve their skills, behaviours, and expertise. Employee
development programmes aid in the upgrading of employees' knowledge and abilities needed to
do a job, which ultimately increases their work efficiency and boosts an organization's output.
It guarantees that oddness or eccentricity among employees is minimised and that learning or
behavioural change should occur in a highly organised manner. Official continuing educational
activities such as training development or learning and development are intended to help
employees perform better and achieve their goals. This division performs activities like
Corporate learning, Mandatory certification training, leadership conferences.
 Personnel
Transaction
Management

Training and Staffing

Development Management
HR
department

Ethics and Organisational

Labour Development

Conclusion-
The FMCG industry will grow in terms of both financial profitability and business development
through the successful execution of the aforementioned guidelines. Through the efficient use of change
management, the FMCG industry's organisations will be able to expand their cross-functional skills.
The FMCG companies will be able to raise their organisational productivity level via the development
of efficient cross-functional skills. Even small business owners may grow their companies with the
support of a strong personnel focus and a combined client focus. They only need to comprehend how
these management ideas are related to one another. Only then are they likely to obtain a competitive
edge, raise customer satisfaction levels, and boost the company's financial success.
Question 3a.
Answer 3a- Introduction-
Organizations may maximise human capital and develop a workforce that is prepared for the future
with the aid of a good human resource planning strategy. Let's go into more depth about the value of
human resource planning and how it works.
Human resource planning (HRP) is a continuous, data-driven process that a business uses to
methodically plan for the future of its human resources in order to fill open positions with qualified
candidates. It outlines important HR activities for the foreseeable future that will support the firm in
achieving its strategic objectives and preserving its competitive edge without experiencing personnel
excesses or shortages.
As the HR head of ‘Aztec Tech Solutions Ltd’ I would like to describe certain steps in HRP process
that are common in every organisation.
1. Examine the goals of the company - You must start with a goal in mind since the success
of HR planning depends on how it connects to business objectives. Establish the
 organization's future goals, the strategies it will use to attain them, and how HR activities
will help.Every department will have different goals, and HR will need to be involved. In
an ideal world, management and HR collaborate closely, and HR is well aware of the
objectives of each department within the business. Once you are aware of it, you can
choose how HR will satisfy those demands. For instance, certain departments could require
that you concentrate on hiring, but others might require that you shrink and transfer some
present personnel.
2. Analyzing the environment: In this stage, the HR staff figures out how many employees
are needed to achieve the aims and objectives of the organisation. To do this, the staff
determines the disparity between the amount of human resources that are now available and
those that are actually needed (generally called HR demand forecasting and supply). The
human resources staff takes into account a variety of variables, including eligibility, the
number of openings, and the knowledge base and skills needed.
3. Forecast future HR requirements : The critical phase of the HR planning process is
demand forecasting. Determine the availability and demand for skilled workers in the
future while keeping in mind the organization's objectives. The process of demand
forecasting entails figuring out how many and how talented of a workforce is necessary.
The ability of future internal (promotions, transfers, and position expansion) and external
sources to satisfy your demands is estimated through supply forecasting.
4. Develop and implement a plan- It's now time to create a human resources action plan that
fits with the overarching goal of your company. In order to prepare your firm for the future,
it should consider all of the studies you've conducted and include talent strategies to
balance supply and demand.
Conclusion- When there is no way to know what the future contains and we cannot predict every
scenario that may occur, planning for it is always difficult. In spite of it, the work is worthwhile. The
need to improvise on the spot may be reduced for human resources managers with some forward
planning. The components for a successful human resource planning process that yields a specific,
workable plan are available to us when we have a thorough grasp of the dimensions and dynamics of
human resources. We must make sure to carefully examine our present circumstance and anticipated
demands before developing and implementing our human resource plan.
Question 3b
Answer- Qualitative method - A corporation can use qualitative forecasting to develop forecasts
about its financial situation based on internal perceptions. You may evaluate and modify your
company's budget using projections if you're a manager or other high-level employee. Your business
can gain from using qualitative forecasting by enabling input from both internal and external sources.
These approaches take into account the abilities, potential, and interests of every employee in order to
meet the organization's future HR requirements.
Importance - Executives need qualitative forecasting to aid in decision-making for the business.
Making decisions about how much inventory to keep on hand, whether to hire new employees, and
how to modify a company's sales procedures may all be informed by qualitative forecasting.
Qualitative forecasting is also essential for creating initiatives like marketing campaigns since it may
identify the aspects of a company's service that should be highlighted in ads.The flexibility to use
sources besides numerical data, the ability to foresee future business trends and phenomena, and the
use of information from industry experts are some advantages of qualitative forecasting.
Qualitative Methods consists of following three techniques-
1. Expert Forecasts- This strategy is predicated on professional judgement from teams in sales,
finance, purchasing, administration, or manufacturing. By using executive opinion in forecasting, a
team may finish a prediction fast and take into account a variety of viewpoints from several
departments to produce the most accurate forecast possible. Executive opinion forecasting combined
with a quantitative approach may be used by some businesses.
2. Management Forecasts - By exposing a company's services or goods to potential consumers and
tracking their reactions, market research analyses the viability of the company's offerings. Companies
can either hire outside firms that specialise in market research operations or use their own staff to aid
with the research.
3. Delphi Technique - Using the Delphi technique, views from a group of experts are gathered by
asking each one questions individually. In order to avoid prejudice and guarantee that any consensus
regarding business predictions comes from the experts' individual viewpoints, it is preferable to
interview or obtain information from the experts one at a time as opposed to in a group. The experts'
replies are then analysed by other staff members, who send them back with further inquiries until they
arrive at a forecast that makes sense for the business.
Conclusion- As the HR Head of ‘Aztec Tech Solutions Ltd’, I would suggest the Delphi Technique for
forecasing of human resource demand because it is most suitable technique for this company. In the
beginning, scientists and technologists employed the Delphi technique to predict trends and results.
For instance, it has been applied to forecast trends in the aerospace, robotics, broadband, and usage of
technology in educational settings.It has also been used to predict results in the fields of public policy,
healthcare, education, and the economy. As a result, the Delphi approach may be used to make
predictions about how well business events will turn out.