HRM ASSIGNMENT

By – Ritika Gupta
Roll no. 71
Course – PGDM
Section – B

Ques 1. Are people always an organization’s most valuable assets? Why or why
not.
Ans - Employees should be recognized as a company's greatest asset. Every
company should make concentrated efforts to meet employee needs and desires
in a cost-effective way, so that company performance will be improved. This
improved performance should result in better customer service and increased
shareholder value. Therefore, employees are the most valuable assets an
organization has. It's their abilities, knowledge and experience that can't be
replaced.

Ques 2. In your opinion, what is the most important role of HR Manager?

Ans- The chief responsibilities of an HR Manager concern the hiring the new
employees, improving their skills and developments, ensuring the employees to
have a healthy relationship as well as taking care of the payroll and employee
relevant issues.

Ques 3. Are job descriptions really necessary? What would happen if a company
decided not to use any job description at all?
Ans- Writing job descriptions are an important step in planning your staffing
programs. They form the foundation for many important processes such as job
postings, recruitment, selection, setting expectations, compensation, training and
performance management. Job descriptions should give a brief overview of the
role, how it relates to your company vision, a list of key responsibilities,
requirements and qualifications.
Organizations that don't conduct a thorough job analysis may end up hiring the
wrong people and setting unrealistic performance standards. They may also have
a difficult time attracting talent and identifying top performers.

Ques 5. If you were responsible for hiring someone for your job, which
recruitment sources
would you use? Why? Which recruitment sources would you avoid? Why?
Ans- Sources of Recruitment:
The eligible and suitable candidates required for a particular job are available
through various sources. These sources can be divided into two categories.
Internal Sources of Recruitment:
1. Promotions: The promotion policy is followed as a motivational technique for
the employees who work hard and show good performance. Promotion results in
enhancements in pay, position, responsibility and authority. The important
requirement for implementation of the promotion policy is that the terms, condi-
tions, rules and regulations should be well-defined.
2. Retirements: The retired employees may be given the extension in their service
in case of non-availability of suitable candidates for the post.
3. Former employees: Former employees who had performed well during their
tenure may be called back, and higher wages and incentives can be paid to them.
4. Transfer: Employees may be transferred from one department to another
wherever the post becomes vacant.
5. Internal advertisement: The existing employees may be interested in taking up
the vacant jobs. As they are working in the company since long time, they know
about the specification and description of the vacant job. For their benefit, the
advertisement within the company is circulated so that the employees will be
intimated.
Benefits of Internal Sources of Recruitment:
1. The existing employees get motivated.
2. Cost is saved as there is no need to give advertisements about the vacancy.
3. It builds loyalty among employees towards the organization.
4. Training cost is saved as the employees already know about the nature of job to
be performed.
5. It is a reliable and easy process.
Limitations of Internal Sources of Recruitment:
1. Young people with the knowledge of modem technology and innovative ideas
do not get the chance.
2. The performance of the existing employees may not be as efficient as before.
3. It brings the morale down of employees who do not get promotion or selected.
4. It may lead to encouragement to favoritism.
5. It may not be always in the good interest of the organization.
External Sources of Recruitment:
1. Press advertisement: A wide choice for selecting the appropriate candidate for
the post is available through this source. It gives publicity to the vacant posts and
the details about the job in the form of job description and job specification are
made available to public in general.
2. Campus interviews: It is the best possible method for companies to select
students from various educational institutions. It is easy and economical. The
company officials personally visit various institutes and select students eligible for
a particular post through interviews. Students get a good opportunity to prove
themselves and get selected for a good job.
3. Placement agencies: A databank of candidates is sent to organizations for their
selection purpose and agencies get commission in return.
4. Employment exchange: People register themselves with government
employment exchanges with their personal details. According to the needs and
request of the organization, the candidates are sent for interviews.
5. Walk in interviews: These interviews are declared by companies on the specific
day and time and conducted for selection.
6. E-recruitment: Various sites such as jobs.com, naukri.com, and monster.com
are the available electronic sites on which candidates upload their resume and
seek the jobs.
7. Competitors: By offering better terms and conditions of service, the human
resource managers try to get the employees working in the competitor’s
organization.
Benefits of External Sources of Recruitment:
1. New talents get the opportunity.
2. The best selection is possible as a large number of candidates apply for the job.
3. In case of unavailability of suitable candidates within the organization, it is
better to select them from outside sources.
Limitations of External Sources of Recruitment:
1. Skilled and ambitious employees may switch the job more frequently.
2. It gives a sense of insecurity among the existing candidates.
3. It increases the cost as advertisement is to be given through press and training
facilities to be provided for new candidates.

Ques 6. Demotion may have a devastating impact on employee morale. Comment

on the statement.
Ans- Demotion is just opposite to promotion. In demotion, the employee is shifted
to a job lower in status, grade and responsibilities. “Demotion refers to the
lowering down of the status, salary and responsibilities of an employee.”
In the words of Dale Yoder, “Demotion is a shift to a position in which
responsibilities are decreased. Promotion is, in a sense, an increase in rank and
demotion is decrease in rank.”
When an employee is demoted, his pride suffers a more severe jolt than it does
when he is superseded by his junior. Some managers hesitate to demote a man.
They prefer to discharge him rather than to demote him on the lower job because
he will not accept the lower job and will turn to be a disgruntled employee and his
position will not be good for better industrial relations.
Causes of Demotion:
There are several reasons for demoting a man from his present position.
Some of these reasons are as follows:
1. Inadequacy on the part of the employees in terms of job performance, attitude
and capability. It happens when an employee finds it difficult to meet job
requirement standards, following his promotion.
2. Demotion may result from organizational staff reductions. Due to adverse
business conditions, organizations may decide to lay off some and downgrade
some jobs.
3. Demotions may be used as disciplinary tools against errant employees.
4. If there is a mistake in staffing i.e., a person is promoted wrongly.
5. When, because of a change in technology, methods and practices, old hands are
unable to adjust or when employees because of ill health or personal reasons,
cannot do their job properly.

Ques 7. Training programs are usually the first causalities when management
decided to cut
costs. Do you agree or disagree? Explain why.
Training programs are frequently the first items eliminated when. management
wants to cut costs. Training results in development of skills among the employees
at the first instance. This enhancement of employee's skills indirectly helps to the
company by increase in their productivity.

Ques 8. Job evaluation determines the worth of job and not that of the job holder.
Comment on the statement.
Ans - Job evaluation as a process used to establish the relative worth of jobs in a
job hierarchy. This is important to note that job evaluation is ranking of job, not
job holder. Job holders are rated through performance appraisal. Job evaluation
assumes normal performance of the job by a worker.

Ques 9. Good raters are born, not made. Discuss the statement
Ans - Managers Are Made: Nobody is born with perfect made skills. Every person
has to work for acquiring skills. Every day manager has to learn new things from
unrealistic world only experiences can play a role. As we know "practice makes a
man perfect”. No one in this world is born perfect intelligent. So, practice is most
necessary. Without practice or proper knowledge no one can excel in his life. So,
they (Manger) are made not born.
Ways which can make a person to become a good manager without innate
characteristics, because everyone who intends to be a good manager can be
developed by learning and training to change to the appropriate characteristic,
which is required for a good manager. Everyone who intends to be a good
manager without innate characteristics can be developed by learning and training
to change to the appropriate characteristic, which is required for a good manager.
Therefore, in my opinion, it is not always born to be a good manager. But we can
make ourselves to become a good manager by learning and training.

Ques 10. Describe situations in which team incentive plans are likely to be
successful.
Ans - Group incentive schemes are suitable under the following situations:
1. When individual performance cannot be measured precisely.
2. The workers comprising a group possess the same type of skill or ability.
3. The completion of the task is linked with the collective efforts of the group.
4. The aim is to provide incentive to indirect workers rather than direct workers.
5. The number or persons constituting a group is not large.
Priest man’s plan:
A standard production is fixed for the whole enterprise under this plan. If
productivity exceeds the standard, then bonus is paid in accordance with the
increase. In case production does not reach the standard then workers get
minimum wages only. For example, a standard production of 200, 000 units is
fixed for the year. Actual production during the year is 240,000 units since
production has gone up by 20% workers will get 20% higher wages as bonus.
The workers get sufficient incentive to raise their performance. A team spirit is
visible among the workers because production will increase with the collective
efforts of various limbs of the organization. This method does not offer incentive
to individual workers. Inefficient workers share the efforts of efficient workers
because increased production benefits all the manpower in the organization.