NARSEE MONJEE INSTITUTE OF MANAGEMENT STUDIES (NMIMS)

GLOBAL ACCESS SCHOOL FOR CONTINUING EDUCATION

(NGA-SCE)

INTERNAL ASSIGNMENT

COURSE: ESSENTIALS OF HRM

APPLICABLE FOR DECEMBER 2021 EXAMINATION
NMIMS GLOBAL ACCESS SCHOOL FOR CONTINUING EDUCATION (NGA-SCE)
COURSE: ESSENTIALS OF HRM
INTERNAL ASSIGNMENT APPLICABLE FOR DECEMBER 2021 EXAMINATION

QUES 1.) Assume you have to develop an HR plan for a new generation private sector bank
having branches in major towns in India: What specific external factors would be important for
you to consider. Why?
ANSW 1.) HUMAN RESOURCE PLANNING
It refers to the process of determining the systematic planning ahead for the purpose of achieving
the optimum use of organization’s most valuable resources which are employees in an
organization. It helps in determining organization’s future workforce requirements.it is basically
done for the purpose of filling the vacant job positions, meeting organizational commitments and
achieving desired level of performance.
It is actually defined as the process of determining the future human resource requirements and
ensuring that organizational objectives are met by having the right people in the right time at
right place.

HR PLAN FOR NEW GENERATION PRIVATE SECTOR BANK

In the Private Sector Banks an HR plan is developed for the purpose of ensuring that major
branches are functioning properly of any bank. An HR plan includes following steps as follows-
a) Analyze Objectives

It is the very important step of human resource planning starts with the identification of
objectives of organization such as marketing, finance, sales etc. It includes recruiting
employees, reducing number of employees by automating process, improving the
knowledge and skill level of existing employees.

b) Inventory current human resources

After the necessary changes have been identified, it is necessary for human resource
planning team to create an inventory of current human resources available in an
organization, their capacities, capabilities and performance abilities. It is done to create
estimates to internal and external recruitments that will be necessary.

c) Forecast the demand and supply of employees

Based on the objectives of different departments of organization and inventory of

available resources, the human resource department forecast demand of employees. As
per the availability of organization and employees market, the supply of employees
should be forecasted.
 d) Estimate Gaps

After comparative analysis of the demand and supply of the employee and working
staff available, it is necessary to do the forecast of the deficit and the surplus of
employees which may occur in future course of time. It is necessary so as to develop
the plan accordingly. It is also used as an indication for the purpose of training and
development of employees.

e) Formulate Plan

Once employment gaps are estimated, the human resource planning is done for the
purpose of recruitment, training, development, termination, interdepartmental transfers
etc. It can vary based on deficit or surplus or demand or supply for the purpose of
forecasting the same.

f) Implement Plan

Once the human resource plan is formulated, it should be implemented by the human
resource department in the organization. It is in alignment with the goals and objectives
of organization and goals and objectives of each department of organization.

g) Monitor, Control and Feedback

Post implementation of plan, it is important that plan must be monitored continuously

for the purpose of achievement of organizational objective in an organization. Then
feedback of the concerned people must be obtained so as to ensure that human
resources plan a successful implementation.

EXTERAL FACTORS FOR DEVELOPING HR PLAN

There are various factors which are necessary for the purpose of development of an HR plan
which are enumerated under following heads-
 Nature of Organization

The nature of organizing involves the assigning task, grouping task into departments,
delegating authority, allocating the resources across the organization for the purpose of
achievement of organizational objectives.

 Organizational structure

The organizational structure refers to the system which clearly identifies the activities to
be undertaken so as to achieve objectives and goals of the organization. It includes rules,
 roles and responsibilities. It also determines how information flows between levels of the
organization.

 Growth and Expansion

There might occur various situations where it becomes an important step to understand
whether to expand the business or maintain the business as it is. It is done so as to ensure
that growth, opportunities, rewards, risks, frustrations are part of business and should be
dealt with accordingly.

 Technological Changes

It is one of the most important factors for the purpose of development of various plans
and policies for human resource development. It creates new competitive environment
which is much more powerful than the existing ones. It is necessary as the employees in
an organization are required to upgrade their skills and knowledge for the purpose of
performing better than the competitors.

 Demographic Changes

It generally refers to the average change in population such as age, dependency ratios, life
expectancy ratios, family structures, birth rate, death rates, etc. There might occur as
situation that the shortage of required workforce due to any demographic changes may
lead to changes in any of them. Various characteristics of population needs to be
thoroughly analyzed before developing any HR plan and implementing them in an
efficient and an effective manner.

 Labour Turnover

It generally refers to the number of employees which are employed in an organization

and the employees which leave the organization. It is very important to calculate the
labour turnover as after analyzing the same it will be easy to compute how many
employees are required and other specifications as per given time frame.

 Economic position

It refers to the status of a taxpayer’s assets, liabilities, equity and other funds in the
organization which are interrelated to each other. It also includes the buying and selling
capacity of the organization and the matters related to the finance and buying and selling
capacity are also dealt with for proper collection of funds and efficient utilization of
funds.

 Legal factors

The law and order based factors for development of an HR plan involves the various
steps so as to ensure safety of rights of employees such as anti-harassment laws, human
resources issues with confidentiality Adhering to equal pay laws, anti-violation laws etc.
 It is done so as to ensure that the employees may get equitable treatment in the
organization and quality of life is also ensured for optimum utilization of resources.

QUES 2.) Training programmes are helpful to avoid personnel obsolescence.

ANSW 2.) TRAINING PROGRAMMES
Training refers to an organized process that involves teaching and providing instructions along
with the aim to improve the performance of the organization and recipients for the purpose of
achieving required level of knowledge and skill. It can be defined as “Training is the creation of
an environment where employees may acquire or learn specific job related behavior, knowledge,
skills, abilities and attitude.
Training programme is generally defined as the activities or set of activities which are
undertaken with an objective to boost performance, productivity, skills and knowledge. It is an
integral part of human resource management.
It is helpful in avoiding personnel obsolescence due to its various advantages which are as
follows-
 CREATING AWARENESS

Training is required to make new employees aware of their jobs, duties, roles and
functions etc. Employees are directed to adopt to the work culture of the organization
with the help of training. It is necessary so as to make sure that employees and working
staff in an organization have enough knowledge about new advancements in their field of
technical and practical expertise.

 EFFICIENCY AND EFFECTIVENESS IN BUSINESS OPERATIONS

Training programmes increases efficiency i.e. completion of a job in a timely manner and
effectiveness i.e. performing a job in a cost effective manner and ensuring optimum
utilization of resources thereby ensuring employees to respond to changes in the business
environment.

 MOTIVATION OF WORKFORCE

Employees are required to be given details regarding the expectations of the customers,
employers, competitor’s products and society at large so as to ensure that employees and
working staff gets motivated to perform activities of business. It is necessary to
understand that if organizational objectives are to be achieved, then it is important to
motivate people as motivated people take the initiative, work hard to reach their goals,
and remain enthusiastic along the way. A motivated workforce is more productive, helps
a company achieve its goals.
 KNOWLEDGE ENHANCEMENT

It improves the knowledge of employees about their job roles, we all know that training is
generally provided as per the profession or job of the individual. It further leads to
enhanced productivity of the employees as well as achieving organizational effectiveness.

 INTELLECTUAL AND PERSONALITY DEVELOPMENT

Training focuses on developing the intellect of employees and staff members which
means the power of reasoning objectively, especially with regards to the abstract matters
and personality of employee so that they can perform effectively.

 DEVELOPING TEAM CULTURE

Training includes a sense of tea spirit, teamwork, and collaboration, and the shared
passion for achieving a fixed outcome and the beliefs and values which develop within a
group of individuals who have come together to achieve the fixed outcome which helps
employees to adapt to team culture. It is necessary so as to ensure that achievement of
organizational objectives

 IDENTFYING STRENGTHS AND WEAKNESSES

Training enables employees to identify their strengths i.e. the capacity of an object or
substance to withstand great force or pressure and use them as well to recognize their
weaknesses and shortcomings and correct them to perform in the long run.

 PERFORMANCE APPRAISAL

When an organization's employee performance appraisals suggest the need for

improvement on a particular subject or skill, training programs can be organized for staff
members to help satisfy this requirement.

 PREPARATION OF EMPLOYEES TO TAKE HIGHER RESPONSIBILITIES

Training programs can also help prepare employees who are moving into higher roles and
taking on more responsibilities in an organization. These programs will help them learn
the skills that are required to function effectively in their new positions. For example,
they may be trained in leadership skills or in a specific software they will use in their new
role.

 VALUE OF EMPLOYEES

Implementing training programs in the workplace will help employees feel like the
company is invested in them. By continuing to teach your employees new skills and
abilities, they will not just become better workers, they will feel like more productive
 members of the organization. This will improve their morale as well as their workplace
capabilities.

 TESTING EFICIENCY OF NEW PERFORMANCE MANGEMENT SYSTEM

Employee training programs help an organization test the efficiency and effectiveness of
a new performance management system, which will help HR establish clearer
performance expectations. Using these systems to train your employees will reinforce the
necessity of meeting goals and help employees better understand what is expected of
them.

 ON THE JOB TRAINNING

When an employee first starts at a company, they may receive on-the-job training that
will help them learn what is expected of them as well as the job skills necessary for their
new position.

 MENTORING SCHEME

Sometimes, especially in the case of entry-level staff members, employees may be

required to work under an experienced supervisor or manager in order to learn more
about their job and gain preliminary experience to work in an organization.

CONCLUSION- Therefore, on the basis of above mentioned points it can be concluded

that training programmes have a very significant role to play when it comes to reducing
the obsolescence of employees and working personnel.

Sometimes it is necessary to understand that old methodologies should be avoided and

abstained altogether when it comes to day to day operations of business. One needs to
understand the importance of upgradation in terms of skills and knowledge. Therefore it
is necessary that various training schedules and programmes should be implemented
whether for on the job training basis and off the job training basis.

It is to be understood that such training programmes helps to assess the value of

employees, potential value of employees which are trained during the course of time,
various training courses to be conducted and training activities to be organized for
employees.
QUES 3.) Rohit Khurana accepted a new promotion as a manager with mixed feelings. He was
proud of having his work recognized, but has some doubts about how he would like the new
work. His former job as officer at Delhi Development Authority (DDA) involved regular contact
with the general public, recoveries and processing their complaints, meetings with the press and
image building. It was a high-profile job involving lot of exposure to media and publicity. With
his job role he could build a good picture of DDA in the minds of the general public through
advertisements, press conferences and television coverage highlighting the achievements of
DDA in developing and constructing residential and commercial properties in and around Delhi.
His new job in the administrative wing as manager was essentially a desk job, working with files
relating to the applicants registered for various housing projects coming up in North Delhi area.
Rohit missed the routine of his old office and the people he had worked with. He had a private
office now fully carpeted and air-conditioned, but he felt he really did not have the necessary
background for the job. When he submitted his first report on the housing project to the Director,
it was nice enough and the Director suggested some changes that in fact meant that Rohit had
really got off the track. The Director said not to worry, “We all have to learn a new job”. The
more Rohit thought about it, the more he wanted to go back to the old job. But he hesitated for
fear that he would be branded ‘a misfit’ by management and thus disqualified for any future
promotions.

a) If you were Rohit’s boss, what could you do to rectify this situation?
Ans a) As far as the present situation is considered, if I was to be placed at the place of
Rohit’s boss, I would have preferred to advise him the correct process as well along with the
remarks that has been given by him with due regards to his project. What his boss said is
incomplete as Rohit should be given direction regarding the completion of project. He do not
know the procedure of the same which should be taught to him. So here comes the need to
consult the collegues and employees in the office for guidance. For ensuring the rectification
of the present situation it is required to understand that nobody can do any task until or unless
proper training has been provided to the person.
In the present situation, Rohit Khurana has been appointed to do a different job than the
previous job which he was supposed to do earlier. He could not cope up with the present
situation because of the reason that he has not been taught how to perform the desk job. To
rectify the given situation, it is necessary to understand the importance of training. We all
know that training provides the stability and flexibility to the person which further helps to
fulfill the organizational commitments. It helps to heighten the morale of employees. It
enhances supervision and direction of employees connected with the organization.
Economical use of resources is one of the major reason for training as wastages should be
altogether eliminated for efficient and effective utilization of resources.
Rohit is in a huge fix as he is not trained for the desk job. Earlier he performed only field job
where he visited various places and conducted surveys etc. but later on he was shifted to a
job where he was given working with files relating to the applicants registered for various
housing projects coming up in North Delhi area. This job created a boredom in his life as he
has never done such desk job before. He missed his daily routine and the work done by him
was not up to the mark.
Actual content required was missing and being a boss, he was required to be guided which
his boss never did with him. It was a sad experience as he could not know what he was
required to do. This created a problem for him as he was unable to understand his job. So, in
literal meaning, the boss should be giving guidance whenever and wherever required so as to
ensure that the employees may achieve growth and organizational objectives may be
achieved. It ensures that the individual objectives are fulfilled and organizational objectives
are also achieved along with the same.

b) Could this situation have been avoided altogether?

Ans b) No, the present situation cannot be avoided altogether but can be delayed provided
the employee may be given either on the job training or off the job training. It refers to
providing required skills and knowledge and upgrading them for the purpose of maintaining
them in harmony with the changing business environment. On the job training is provided
generally during the working hours in an organization and off the job training is provided
post working hours.
Making of schedules of employees so as to clarify the procedure and steps for new processes
and advancement of existing processes will also be a contributor for avoiding such adverse
circumstances where the work assigned to employees may not be completed due to lack of
required skills and knowledge. Employer should make sure that the remarks must be decent
enough and not demoralizing as it further leads to non-accomplishment of organizational
objectives.
The other way of avoiding the situation is training and guidelines which must be provided to
employees so that they can perform the job in an efficient and an effective manner. It is a
matter of great importance that no job can be performed until or unless proper training is
provided to employees. Training must be given so that the employees may be able to perform
the job in an efficient manner.
In the present scenario, it is required that rather than avoiding the situation, the situation must
be understood and dealt with. The employee who is not having the required skill or
knowledge should be given thorough training and guidance during the course of working
period. Avoidance is no alternative as it will further lead to recurrence of problem in the
future course of time. Before assigning any job to the employees it is to be understood that
instructions to perform the same must be given along with the guidance.
Therefore it is a matter of concern in the present situation that a basic understanding of the
job to be performed must be done. Mentors have a major role to play in such respect as they
are the ones who provide a thorough training to the employees. Whenever and wherever
required, it is taken into consideration that due care and understanding of the skills required
is done for ensuring timely completion of work.
One can conclude from the above mentioned scenario in the given situation that avoidance
generally leads to ignorance and creates threatening stimuli. Here the major disadvantage of
this is that an individual and an organization both move towards stagnation. In other words it
can be said that an equitable and just approach along with radical mindset is better than
ignoring the situation for a long term achievement of organizational objectives.