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Master of
Business Administration (MBA)/ Master of Business Administration (Online)
MBA(OL) / Master of Business Administration (Banking and Finance) (MBF)/ Master
of Business Administration (Financial Management) (MBAFM)/ Master of Business
Administration (Human Resource Management) (MBAHM)/ Master of Business
Administration (Marketing Management) (MBAMM)/ Master of Business
Administration (Operations Management) (MBAOM) / Post Graduate Diploma in Human
Resource Management (PGDIHRM)
INDIRA
GANDHI NATIONAL OPEN UNIVERSITY
School of
Management Studies
ASSIGNMENT
For
July 2025
and January 2026 Semesters
Course Code
: MMPC-002
Course
Title : Human Resource Management
Assignment
Code : MMPC-002/TMA/JULY/2025
Coverage :
All Blocks
Last date
of submission for July 2025 Semester is 31st October 2025
and for
January 2026 Semester is 30th April 2026
1.
Define Human Resource Management (HRM). Discuss the role of HRM in achieving
organizational goals. How does HRM contribute to strategic planning in
organizations?
Human
Resource Management (HRM) is the process of acquiring, developing, motivating,
and retaining employees to achieve organizational objectives effectively. It is
a strategic approach to managing people, focusing on aligning human capital
with business goals. HRM encompasses a wide range of functions, including
recruitment, training, performance appraisal, compensation management, employee
relations, and organizational development. The central philosophy of HRM is
that people are an organization’s ...
The role of HRM in achieving organizational goals is multifaceted. First, HRM
ensures that the right people are placed in the right jobs through effective
recruitment and selection processes. Second, it focuses on training and
development, equipping employees
2. Explain the process of
Human Resource Planning (HRP). What challenges do organizations face while
forecasting manpower requirements in a dynamic environment?
Human
Resource Planning (HRP) is the process of forecasting an organization’s future human
resource needs and developing strategies to meet those requirements. It ensures
the availability of the right number of employees, with the right skills, at
the right time. Effective HRP enables organizations to balance labor supply and
demand, optimize workforce utilization, and prepare for future uncertainties.
The HRP process typically consists of several stages. The first step is
analyzing organizational objectives—understanding business goals and their
manpower implications. The second step involves assessing the current human
resource inventory by analyzing existing
3. Describe the various
methods of performance appraisal. Evaluate the effectiveness of 360-degree
feedback in modern organizations. Support your answer with examples.
Performance
appraisal is a systematic process of evaluating employee performance against
predefined standards and objectives. It serves as a tool for assessing
efficiency, identifying strengths and weaknesses, and determining training and
compensation needs. Effective appraisal systems promote fairness, motivation,
and organizational growth.
Common methods of performance appraisal include the traditional and modern
approaches. Traditional methods
4. Discuss the
significance of training and development in enhancing employee performance.
Explain how organizations can assess training needs and measure training
effectiveness.
Training
and development are critical components of Human Resource Management that
enhance employee competencies, productivity, and adaptability. Training focuses
on improving current job-related skills, while development prepares employees
for future roles and responsibilities. In a knowledge-driven economy,
organizations view training not as an expense but as an investment in human capital.
5. What is employee
grievance? Examine the grievance handling procedure in an organization. How can
an effective grievance redressal mechanism improve employer-employee relations?
An
employee grievance refers to any dissatisfaction or feeling of injustice that
an employee experiences in relation to work, management practices, or workplace
conditions. Grievances may arise from issues such as unfair treatment,
discrimination, poor working conditions, or conflicts with supervisors.
Handling grievances effectively is crucial for
Dear
students, get fully solved assignments online
Do send
your query at:-
Mobile:
08263069601
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