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SBS – MBA
Human
Resource Management
Assignment
II
QAR
2018
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STUDENT
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UNIT
TITLE
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UNIT CODE
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Name (in Full)
____________________________________________________________
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GENERAL INSTRUCTIONS
· All
assignments are to be submitted on 18th October 2018 to
examinationboard@atmsedu.org and cc to afatima@atmsedu.org.
· Hardcopy
submissions to be done on 19th October 2018
· If
assignment is not submitted on date, will follow with penalty of 10% deduction
of marks for every day.
· Similarity
between students work is strictly not accepted, any student found with similar
work will be graded Zero and fail for the course. However, Plagiarism is an
academic offence and will not be tolerated under SBS
·
Assignment once submitted to exam board is final for
marking.
PRESENTATION OF ASSIGNMENT
·
You
should include a title page and list of contents.
·
Use
headings and sub-headings to organize your report and include supporting
material in the document file.
·
Number
all pages sequentially.
·
Any
published material you refer to should be properly referenced and included in a
reference list at the end of your assignment (see Plagiarism notice overleaf).
Total
Marks: _______ / 60
Table of Contents
Question 1.1
Question 1.2
Question 1.3
Question 1.4
Question 1.5
Question 2.1
Question 2.2
Question 2.3
Question 2.4
1. TheSituation:
The Relationship Management competency allows
HR professionals to improve the quality and overall effectiveness of business
transactions. Consider the following example.
An organization is preparing to negotiate a
new contract with one of its major HR software vendors. In anticipation of the
contract talks starting, the HR team is mobilized. It includes the director, a
senior manager, and a staff specialist. Each contributes, using the
Relationship Management competency, to make the process as smooth as possible.
The HR staff member provides an initial point
of contact with the software vendor representative and works to establish a
pleasant and professional relationship, honestly communicating the function’s
needs and trying to learn more about the vendor’s interests in this
negotiation. The staff member prepares the HR manager and director and takes
steps to make meetings comfortable and productive.
The HR manager must negotiate a difficult
conflict with the IT function. IT would prefer a different vendor, but this
other solution would not meet HR and employee needs. HR resolves the conflict
by creating a role for IT in all discussions, especially negotiation and
post-contract implementation.
The HR director has played an important role
in securing IT’s cooperation. She has met with and persuaded the IT function
leader to direct the function to collaborate in the vendor selection process
and support HR’s needs to the extent possible. The director has cultivated this
relationship carefully over the years, offering support for HR issues before it
was even asked and making sure that all of IT’s HR requests received prompt
attention.
Questions:
Executive summary: The Relationship Management competency
allows HR professionals to improve the quality and overall effectiveness of
business transactions. Consider the following example.
Introduction: The HR staff member provides an initial point of contact with the
software vendor representative and works to establish a pleasant and
professional relationship, honestly communicating the function’s
Question
1: Where do you see the Relationship Management competency being used?
Answer: The Relationship Management competency allows HR professionals to improve
the quality and overall effectiveness of business transactions.
An HR team is preparing for contract
negotiation with a major software vendor. One team member works directly with
the vendor to build a
Question
2: What is the rationale for laying the groundwork with the vendor?
Answer: Laying the Groundwork
The hiring process usually starts with the
need to fill a vacant or new position. For a vacant position, this is a good
time to assess if the job still helps your organization serve its purpose and
achieve its mission. Hiring a new employee needs to be rooted in a larger
staffing plan that is connected to your organization's strategic plan.
Question
3: What type of conflict resolution strategy is used here? Why is it
appropriate? Collaboration. Both HR and IT win: HR’s technical needs are met,
and IT can represent its concerns throughout the process.
Answer: Popular literature in the areas of leadership, management,
organizational change, and personal/professional development frequently
advocates for collaboration and win/win solutions when dealing with differences
and solving problems. Some authors would suggest that we should always pursue
this method of interacting.
Question
4: What important role does the HR director play?
Answer: A Human Resources generalist, manager, or director plays a wide variety
of roles in organizations. Depending on the size of the organization, these HR
jobs may have overlapping responsibilities. In larger organizations, the HR
generalist, manager, and director have clearly defined, separated roles in HR
management.
These roles bring progressively more
authority and responsibility in the hands of the manager, then the director,
and ultimately, the vice president who may lead several departments including
administration.
Question
5: What other Behavioral Competencies do you see being used?
Answer: There are total five behavioural competencies and in this case, all of
these competencies are being implemented and used. Behaviour competency is used
to enhance the competency of employees at all the positions in the organisation
for smoother transition of workflow. It is not just limited to career, but
personal life as well. It involves
2.
TheSituation:
The Communication competency reflects a
critical component of all HR activities. HR professionals must hear what is
needed, deliver what will be helpful, and change their message and activities
based on the feedback they receive. Communication is a feedbackloop.
Consider an HR organization that must
communicate a new policy on education reimbursement to a large, dispersed, and
varied workforce.
The HR leader and an HR manager discuss the
new policy, the changes that must be explained, the rationale behind the
changes, and how the policy is likely to affect different employee groups. They
meet with a benefits specialist who will be responsible for implementing the
communication. As a team, they outline the key points, analyze information
needs and attitudes of different employee groups, and decide the best way to
communicate this change. They decide that they will have a web conference with
all managers before announcing the policy. This interactive medium will allow
managers to ask HR questions and prepare answers to the questions their people
may raise. A week later an e-mail will be sent to allemployees.
Meanwhile, the specialist drafts an e-mail
aimed at being understandable to the average employee and as brief and complete
as possible. The tone of the message will be important. Before this critical
document is reviewed by the senior members of the team, the specialist arranges
for an internal review by several readers who know this audience.
Reactions at the web conference cause the
team to change their strategy slightly. The managers would like to direct
employees to the organization intranet for more detailed information and forms
they will need. Another HR staff member is assigned this task.
After the policy is released, the team tracks
reactions. The few questions coming into HR indicate that the team has done a
good job in anticipating employees’ communication needs. The intranet page is
being visited. The process described there appears to be understood and is
being used properly. An e-mail survey of managers indicates that the policy
announcement went smoothly in the field.
Questions:
Executive summary: The Communication competency reflects a
critical component of all HR activities. HR professionals must hear
Introduction: The HR leader and an HR manager discuss the new policy, the changes that
must be explained, the rationale behind the changes
Conclusion: After the policy is released, the team tracks reactions. The few
questions coming into HR indicate that the team
Question
1: What is the advantage of using a team to tackle this communication? Apply
different communication management principles and activities to this situation.
Answer: Teams are the most essential part of any organisation for improving the
overall availability of different aspects regarding increasing the
communication.
Effective Communication
Question
2: What is the advantage of breaking the communication into multiple segments?
Clearly relate your answer to elements if communication explained.
Answer: Segmentation is a common technique used by companies to narrow down a
large target audience into more narrowly defined target groups. A number of
strategies, including demographics, lifestyles and usage patterns are used to
identify market segments. The process of identifying and targeting distinct
customer segments has significant
Question
3: What are the advantages of the communication technologies used in this case?
Answer: Information – Communication Technology (ICT) is a general expression for
a variety of different computer, information and communication devices,
applications, network and services. Communication Technology has become
important in our daily lives. Both individuals and business use communication
technology to get what they need. However, it also has its downsides.
Communication technology in an organization involves
Question
4: How is this communication improved through feedback? What impact does cross
culture has on communication.
Answer: The Internet and modern technology have opened up new marketplaces that
allow us to promote our businesses to new geographic locations and cultures.
And given that it can now be as easy to work with people remotely as it is to
work face-to-face, cross-cultural communication is increasingly the new norm.
Dear
students get fully solved assignments
Send
your semester & Specialization name to our mail id :
help.mbaassignments@gmail.com
or
call
us at : 08263069601
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