Professional Documents
Culture Documents
Course Code MS - 23
Course Title Human Resource Planning
Assignment Code MS-23/TMA/SEM - I/2017
Assignment Coverage All Blocks
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Organization --------------------
Succession
Budgeting
Competition: Competitors strategies, including advertising, quality of product, pricing, and distribution influence future
staffing in a variety of ways. For example, if -----------------------------------------------------------------------------------------------
-----------------------------------------------------------------------------------------------the product design.
Technological factors: Technology has to --------------------------------------------------------------------------------------------------
--------------------------------------------------------------------------------------------labour force requirements. Given that our future
staffing needs obviously depend on expected trends in technology, technology forecasting has become a specialist field in
modern management.
All these activities require additional staffing with right qualities in the right numbers at the right times.
Managerial Dilemma
Questions that always confront the ------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------the forecast made today will not survive over the long
term? Examples of giants like IBM and Digital which had to layoff or retrench several thousand employees loom large in
the minds of planners.
The Organization I am referring to you is for analysis of forecasting human resource planning IDBI
Bank
2. Explain the concept of job evaluation and objectives of job evaluation. Describe the various job
evaluation methods with suitable examples from any organization you are familiar with.
The Organisation I am referring here is Tata Steel which uses following methods for job evaluation.
Qualitative methods are:
1. ---------------------------------
2. Job ------------------ or grading
1. -----------------------------------
2. Point rating or -------------------
Ranking Method-
1. ------------------- Rs 3,000
4. -------------- ----------
5. Typist Rs 900
(b) Class II - Skilled workers: -------------------------------------------- assistant, Cashier, Receipts clerk, etc.
(c) Class III - Semiskilled workers: Under this ----------------------------operators, Switchboard operators, etc.
(d) Class IV - Semiskilled workers: This -------------------------------------, File clerks, Office boys, etc.
Factor Comparison-
The steps involved in factor comparison method at Tata Steel may be briefly stated thus:
Select key jobs (say -------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------as possible.
Find the factors in ------------------------------------------------------------ physical effort, working conditions, etc.).
Rank the selected jobs under --------------------------------------------------------------------- committee) independently.
Assign money value to -------------------------------------------------------------- each key job.
The wage rate for ------------------------------------------------------------------ factors.
All other jobs are compared -------------------------------------------------- determined.
Degree Define
Factor 1 2 3 4 5
---------------- 10 20 30 40 50 150
--------------------- 5 10 15 20 25 75
Responsibility 7 14 21 28 35 105
------------- conditions 6 12 18 24 30 90
Maximum total points of all factors depending on their importance to job = 540
According to Kimball and Kimball, Job evaluation represents an effort to determine the relative value of every job in a plant
and to determine what the fair basic wage for such a job should be.
Thus, job evaluation is different from performance appraisal. In job evaluation, worth of a job is calculated while in
performance appraisal, the worth of employee is rated.
3. Discuss the aims and objectives of career planning. Describe the process, structure and benefits of
career planning. Explain at least two ways that career planning might benefit an individual.
Outcomes: This relates to the --------------------------------------------------------------- for career progress will pay off.
Career Planning process and structure with their benefits in L&T Infotech
The organization I am referring to you is L&T Infotech Pvt. Ltd. L&T Infotech is a global IT services and solutions provider.
They provide the winning edge to our clients by --------------------------------------------------------------------------------------------
--------------------------------------------------------------------------------------------------and Lafarge, among others. They have
found in us a right-size partner who combines scale, stability and customer-centricity.
Induction:
The new entrants - Fresher as ------------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------is to begin the process of integration of the incumbent with
the organization and -------------------------------------------------- consists of inputs on the following:
Company ---------------------- Philosophy
Corporate Culture
Work Culture
Quality Process
Project ----------------------------
Information on -------------------------- Plans
------------------------- Organization Structure
Systems and -------------------------
-----------------------Appraisal
Policy Profile
The High Commitment Work Systems Policy:
As per our High Commitment -----------------------------------------------------------------------------------------------------------------
-----------------------------------------------------------------------------involvement and develops a mature work culture. This in
turn has a good bearing on the company helping it achieve goals and targets successfully in a competitive environment.
4. Explain the concept, need and scope of HR Audit. Describe the essential steps involved in the
auditing process being followed in any organization you are familiar with.
Scope:-
To can get the top management to think in term of strategic and long-term business plans
The audit, therefore, has forced ----------------------------------------------------------------------------------------------------------------
--------------------------------------------------------------------of annual planning and sharing of the business plans with
management staff, to ------------------------------------------------------------ programmes, have been initiated.
TQM interventions
Quality improvements and ---------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------, and helped in strengthening the same.
------------------------- Interviews
Group Interviews
Normally, in --------------------------------------------------------------------------------------------------------------------------------------
-------------------------------------------serve as a good mechanism for collecting information about the effectiveness of existing
system. --------------------------------------------------------------------------------------------------------------------------------------------
-------------------------------------or similar levels.
Workshop
In workshops -------------------------------------------------------------------------------------------------------------------------------------
--------------------------------------------either around various subsystems or around different dimensions of HRD, do a SWOT
analysis and make presentation. The Workshops -------------------------------------------------------------------------------------------
--------------------------------------------------------------------------------------been found to be very good.
3. ----------------------------------------------------
4. Compensation -----------------------------------------
6. Employee --------------------------------------------------
Thus there are six -------------------------------------------------------------------------------- turn reports to the Country Business
Manager, with dotted line reporting to the Regional and Divisional HR head office.
5. Discuss the role of human resource measures and audit in Human Resource Planning system.
Describe the transformational process through social, economic, organizational and technological
changes at work place.
Weeks later, they had eliminated half -------------------------------------------------------- they had an empowerment problem.
After explaining the concept of HR planning and its usefulness, the audit covers these steps:
3. ----------------------------------------------------------------------------------- supply.
Human resources transformation refers to the massive restructuring of corporate human resources (HR)
departments that took place in the decade or so ---------------------------------------------------------------------------------------------
------------------------------------------------------------------------------------. HR staff saw themselves as lifetime career specialists
with little need for knowledge or experience of what the rest of the business was about.
So companies -------------------------------------------------------------------------------------------------------------------------------------
--------------------------------------------at the University of Michigan and author of a 1997 bestseller, Human Resource
Champions, the book that more than any other set the HR transformation ball rolling.
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