BBA302 – Human Resource Management

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ASSIGNMENT

DRIVE	WINTER 2014
PROGRAM	Bachelor of Business Administration- BBA
SEMESTER	3
SUBJECT CODE & NAME	BBA302 – Human Resource Management
BK ID	B1596
Credit & Marks	4 CREDITS & 60 MARKS

Note – Answer all questions. Kindly note that answers for 10 marks questions should beapproximately of 400 words. Each question is followed by evaluation scheme.

Q. 1. Explain the various emerging concepts of Human Resource Management(HRM)

Answer:The world is changing dramatically and is in the process of complete transformation. The impossible things of yesterdays have become possible today and the impossible things of today will become possible tomorrow that is why it is said that change is the only permanent aspect of nature. The concept of self sufficient nations is losing importance and the concept of ‘global village’ is emerging. Management of organizations is

Q. 2. What do you mean by Human Resource Planning? Explain the importance ofHuman Resource Planning

Answer:Human resource is the most important asset of an organisation. Human resources planning are the important managerial function. It ensures the right type of people, in the right number, at the right time and place, who are trained and motivated to do the right kind of work at the right time, there is generally a shortage of suitable persons.

The enterprise will estimate its manpower requirements and then find out the sources from which the needs will be met. If required manpower is not available then the work will suffer. Developing countries are suffering from the shortage of

Q. 3. What do you mean by Recruitment? Explain the factors affecting Recruitment.

Answer: Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates for jobs within an organization, either permanent or temporary. Recruitment can also refer to processes involved in choosing individuals for unpaid positions, such as voluntary roles or training programmes.  Recruitment may be undertaken in-house by managers, human resource generalists and/or recruitment specialists. Alternatively, parts of the process may be undertaken by either public-sector employment agencies,

Q. 4. Suppose you have joined as an HR Manager in an organization and you are askedto improve the organization’s Induction process. What are the strategies you willconsider in order to improve the Induction process?

Answer:An induction programme is the process used within many businesses to welcome new employees to the company and prepare them for their new role.  Induction training should, according to TPI-theory, include development of theoretical and practical skills, but also meet interaction needs that exist among the new employees. An Induction Programme can also include the safety training delivered to contractors before they are permitted to enter a site or begin their work. It is usually focused on the particular safety issues of

Q. 5. Discuss the features of an Incentive plan. Explain the characteristics of an effective

Incentive System

Answer:Features of an incentive plan: An ideal incentive plan must possess the following features:

•        Simplicity - The plan should be simple to understand and operate. Who should be able to calculate their wages without any difficulty?

•        Acceptability - It should be acceptable to workers as well as the employer.

•        Flexibility - The incentive plan should be flexible to introduce nice changes.

•        Quality - The plan should ensure the

Q. 6. Write a short note on the following:

a)Employee Counselling: Employee counselling is a psychological health care intervention which can take many forms. Its aim is to assist both the employer and employee by intervening with an active problem-solving approach to tackling the problems at hand.

The costs to industry and commerce each year associated with employees’ poor psychological health are enormous. A significant proportion of the Gross National Product (GNP) of industrialized countries is lost each year through ill-

b) Selection: The human resources, or HR, selection process is important because of the production and performance value companies get by making good hires and the high costs of replacing employees following bad hires. These considerations are especially heightened for small businesses. HR has taken on a more strategic role in many early 21st century companies, with hiring and selection integral to that role.

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