HR TASK 3

NAME- Aman Rajoriya

Que 1. ‘Mirage Investments Ltd’ is a wealth management company with multiple locations
in India. The top management plans to create a dynamic human resource department for
managing employee relations. You have been hired as their HR Business Partner. Explain to
the top management, what will be the objectives of your HR department in this
organisation. Give some examples in the context of this company.

Ans. My main goal as an HR Business Partner for Mirage Investments Ltd. would be to
establish a strong human resources division that supports the organization's overall goals
and objectives while successfully managing employee interactions. Here are some specific
goals I would concentrate on.

. Recruiting in and preserving top talent: One of the HR department's main goals is to bring
in and keep top talent for the business. This might be accomplished by coming up with
enticing employee value propositions, planning aggressive remuneration plans, and
providing career growth possibilities.

. For example, you could create a referral programme for employees that rewards them for
referring their friends and family to Mirage Investments Ltd. Create a mentoring programme
that links seasoned workers with less experienced ones to promote career development.

. Making sure the business follows with all applicable labour rules and regulations,
including those pertaining to the minimum wage, working hours, and employee benefits,
would fall within the purview of the HR department.

. For example, make sure that the company's current employment policies and procedures
are in conformity with regional labour laws by conducting a thorough evaluation of them.
Make an HR handbook that explains the organization's policies and processes to employees
in detail.

. Increasing employee involvement and output: The HR division would be in charge of

establishing a work environment that promotes employee involvement and output. This
could be accomplished by giving staff members the chance to provide feedback, fostering a
healthy working culture, and implementing employee incentive and recognition
programmes.
. example : Implement a recurring employee feedback survey, for instance, to learn about
employee happiness and pinpoint areas that could use improvement. Plan frequent team-
building events to foster a healthy workplace environment and increase employee
engagement.

. Managing employee relations: The HR division would be in charge of doing so and dealing
with any problems that might come up. This could be accomplished by developing effective
channels for communication, offering training in conflict management, and fostering a
courteous and secure work atmosphere.

. Example:  Establish an open-door policy so that staff members can come to HR with any
issues or grievances. Managers can handle challenging situations more effectively if they
receive conflict resolution training.

Que 2. The Luxe Group of premium hotel chain wants to restructure its human resource
department. As their HR advisor, explain to the top management the various activities
under each new subdivision in the Department. Elaborate them with corporate examples.
Ans. As the HR advisor for The Luxe Group, I recommend restructuring the department into
three new subdivisions: Recruitment and Talent Acquisition, Employee Development and
Training, and Compensation and Benefits.
1. Recruitment and Talent Acquisition: This division's goals will be to find the best
candidates for open positions and attract top talent. The following activities fall under this
subdivision:
- employment listings and advertisements on social media sites and related employment
forums
- Examining resumes and holding preliminary phone interviews
- Meeting with potential hires in person for interviews and evaluations
- Creating and implementing employer branding initiatives to enhance the company's
reputation and draw top personnel.
Example: To communicate with potential applicants and market their employer brand,
Marriott International's recruiting and talent acquisition team uses social media sites like
LinkedIn and Glassdoor. They use artificial intelligence to speed up their hiring process and
also organise online career fairs.
2. Employee Development and Training: The goal of this subdivision is to improve the
abilities of current employees. The following activities fall under this subdivision:
- Determining the company's training needs and skill gaps.
- Creating and delivering workshops and training programmes
- Giving staff members coaching and feedback
- Creating chances and initiatives for employee career development
Illustration: Hilton Worldwide provides its staff with a range of training opportunities, such
as leadership development, language learning, and guest service training. Additionally, they
have a committed group of learning and development specialists who collaborate with
workers to construct unique career development programmes.
3. Compensation and Benefits: The goal of this subdivision is to guarantee that workers
receive reasonable pay for their labour and have access to a wide range of benefits. The
following activities fall under this subdivision:
- Creating and putting into effect compensation methods and guidelines
- Researching the market to make sure that benefits and pay are competitive
- Managing benefit schemes for employees, such as health insurance and retirement plans.
- Managing employee relations and resolving problems pertaining to pay and benefits
Illustration: InterContinental Hotels Group provides its staff with a wide range of perks,
such as health insurance, retirement plans, and employee rates on hotel stays. In order to
make sure that their pay and benefits are comparable to those offered by other businesses
in the sector, they also regularly perform market research.
Que 3. Shanghai Food Corporation is reviewing its human resource planning. It is analyzing
the various sources of the company’s human resource demand forecasting. Keeping this
context in mind, answer the following:
(a) What are the qualitative methods of HR demand forecasting that are available with
the company?
Ans. Shanghai Food Corporation may utilise the following qualitative methodologies for
predicting future HR demand:

. Expert advice: To get information on forecasting HR need, the organisation can speak
with experts in the field or its own internal specialists.

. Using a series of surveys and feedback sessions, a panel of experts are consulted using
the Delphi technique to obtain information.

. A team of specialists uses the nominal group technique to rank and discuss ideas for
projecting HR needs.

. Planning for hypothetical circumstances entails forecasting how they will affect the
demand for HR.
. Analogy to the past: This entails predicting the need for HR by utilising historical data
and trends.
(b) Discuss the trend analysis method of quantitative technique in HR demand
forecasting.

Ans. trend analysis is a quantitative method used for HR demand forecasting. It involves
analyzing past data on HR demand to identify patterns or trends. This data can include
employee turnover, hiring rates, and workforce growth. By analyzing these trends, the
company can forecast future HR demand and adjust their HR planning accordingly.
For example, if Shanghai Food Corporation has seen a consistent increase in employee
turnover in the past few years, they may need to increase their hiring efforts to meet the
expected demand for new employees in the future. Trend analysis can be useful in
identifying potential HR issues before they become major problems and can help the
company make informed decisions on HR planning.