MB0043 – Human Resource Management Q.1 What are the functions that HR attempts to fulfill in any organization.

Ans : The Functions that HR attempts to fulfill in any organization are asfollows: 1. Human resource planning Estimating the need for resources in order achieve the desired businessresults. HR plans can be both short term/immediate as well as longterm/strategic. The HR team partners with the line managers tounderstand the business goals and targets for the year and together planthe HR needs in order to meet the goals. 2. Acquisition of Human Resources Staffing the organization with the right mix of skills and competencies atthe right time. It also includes HR initiatives like promotions and internal job posting to fulfill this requirement for human resources. Staffing teamsin organization are usually separate group of specialists who work closelywith the line managers to understand the skills and competencies neededfor the job and engage together to elect the best talent for the openposition. 3. Training and employee development Focuses in managing training activities to upgrade skills and knowledgeas well as soft skills like the ream building and leadership. The trainingteam is again a group of HR specialist who proposes the training programand consults with the line managers to ensure that the program achievesthe desired outcomes. 4. Building performance management systems Focuses on the right processes to set goals for performance as individual /teams and related measurement methods. This is core HR activity and issupported by the Hr generalist. 5. Rewards systems Establishing appropriate compensation systems and reward mechanismthat would reward the desired outcome and results in accordance with the cooperate values. The again forms a part of HR generalist’s tasks. Hoeemployees progress in a organization how they are paid w.r.t internal andexternal market factors, what employee benefits are offered are someaspects that this function redresses . 6. Human resources information systems That would that would take care of operational transactions form the timean employee exits, like personal files, compensation administration,payroll, benefits administration and issuing letters and testimonials. Thattask is supported by as separate HR operation team who acts as an Hrhelpdesk and provides information to the employee/managers

Geert Hofstede is a useful tool in understanding the cultural differencesused to differentiate countries. While their continuedto be other studies like the GLOBE (Global leadership and organizationalbehavior Effectiveness) project and trompenaar’s framework. some are low. and •The powerful should yield the power . The dimensions are: powerdistance. uncertainly avoidance. •Most people should be dependent on a leader. hofstede’smodel is most popular. He identified five cultural dimensionsaround which counties have been clustered. some are high. everyone has a place. Ans: Cultural Dimension of Indian Work Force: The foundation for understanding the unique work practices at a countrylevel can be best is understood by first understanding the culture aspectsof the country’s workforce. values and beliefs thatsupport: •In equally is good. The pioneering work done by Dutch Scientist.Q. •The powerful are entitled to privileges. Geert Hofstede dimension are based on research conductedamong over 1000 IBM employees working globally. masculinity and long termorientation. Power Distance Power distance is the extent to which less powerful members of institutions and organizations accept that power is distributed unequally. individualism.Countries in which people blindly obey of superior have high powerdistance.High power distance countries have norms.2 Discuss the cultural dimensions of Indian Work force.

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