Date : 28th march 2023

Introduction to HRM
Assesment #1
1 Give short answers to the following questions.

i. What does human resource department do?

Answer : Human Resource Department does anything related to manpower or personal in a

organization like employee people,training them, compensating them developing policies retaining to
the and developing strategies to retain them.

ii. Outline the objectives of Human Resource Management in an organization.

Answer : the objectives of Human Resource Management in an organization can be described by

dividing in 4 broad categories.
a. Personal objectives : It contains assisting employees to achieve their personal goals and
objectives. Role of HRM is to link personal objectives like higher salaries , work-life
balance ,motivation, respect, job security,etc with organizational objectives like productivity
employees retention,work quality, less absenteeism etc.

b. Functional objectives : HR department has to perform so many functions for other department
with following the rule :
Benefits > cost
c. Organizational objectives : Right man for the right job to gain maximum from employees.
d. Societal objectives : It contains ethical, legal social responsibilities of HRM like,
⚫ Equal employment opportunities for male and female worker.
⚫ Implementation of country’s employment laws.
⚫ Respect to local customs heritage etc.

iii. What are the benefits of clear recruitment process ?

Answer: benefits of clear recruitment process contains
a. Transparency in process
b. Credibility
c. Allowing a merit based line
d. Consistency
e. Help to write job description

iv. Is there a need for Human Resource Management specialists and if so what should their role be?
How is role evolving?
Answer: Yes, there is a need for Human Resource Management Specialist.
A Human Resource Specialist is generally responsible for specific types of Human Resource work in an
organization so that their role should be as follows :
a. Recruiting and Hiring :
A. Work with the hiring manager to develop ideal candidate criteria.
B. Collaborate with private head hunters and peruse job boards to find the job candidates.
C. Attract qualified employees and match them to job.
b. Labor and employee relation :
A. Serve as a liaison between employees and management.
B. Help negotiate with unions on contracts and grievance.
C. Work to resolve labor disputes.
D. Direct employees health and safety program.
c. Training and development :
A. Organize and conduct new employee orientation.
B. Provide ongoing education for staff.
C. Design materials and workshop for presentation
.
d. Job analysis :
A. Identify and document job duties and requirements and their relatives important.
B. Use data to develop training materials and methods.
C. Determine fair and competitive level of compensation.
In conclusion , because of the role of HR Specialist human resource is changing day by day
according to following way :
⚫ Companies providing progress reports diversity and inclusion effort.
⚫ HR department leaning on technology for automated HR process.
⚫ Companies adopting dynamic in office and remote policies.
⚫ Employers virtually maintaining company culture and employee engagement.
⚫ Employers focusing on their employees well being.
⚫ HR teams modifying employee benefits.
⚫ Employers dedicating more resources to employee experience.
⚫ Employer focusing on improved leadership training etc.
v. Outline the ethics as relating to the organization and the individual employee ?
Answer: Employees with ordinary decency and distribute justice. Ethics HRM basically deals with the
affirmative moral obligation of the employer towards employees to maintain equality justice.
Area of ethics in HRM include safety in the workplace,respect,fairness, privacy,basic human
rights, justifiable treatment of employees and honestly based process in the workplace.
Incorporating ethical value in individual empowers on organization in maintaining and
increasing trust. However the ethical violation on Human Resource Management within an
organization can be enormous. It hurts individuals business on society.
v. What is the relationship between personal effectiveness and people management?
Answer : We have to understand the terms personal effectiveness as well as people management.
⚫ Personal effectiveness means means getting the best of someone. Its an approach to success
that involves utilizing all of someone energy, skill,and motivation to develop and reach the goals
he/she has set for herself/himself.
⚫ People management is the process of recruiting, training,motivating,and directing people to
optimize their talent and maximize their productivity. People management strategies address
people needs, unique talent and career objectives while supporting their alignment with
company goals and value.
So that relationship between personal effectiveness and people management can be described as
follows:
Effectiveness of any individuals can enhance through the people management skill.
Impressive people management is the best key to show any individual’s skill and abilities like
determination, confidence,understanding,strength and limit optimism, stress management,
persistence, problem solving, reflection,time management,organization building habits,emotional
intelligence and self motivation etc.

2 What are the main functions of Human resource Management?

Answer : The major function of Human Resource Management can be divided into three parts :
a. Managerial function : Human Resource Managers are responsible for the managing and
recruiting manpower. They calculate the manpower requirements of the company and develop
different strategies to recruit the best for different roles. HR managers also ensure that right
manpower for the right job to optimize the productivity and objectives.
Managerial function contains 4 basic functions , they are
A. Planning :
⚫ Deciding in advance what to do ? when to do? And how to do?
⚫ It bridges the gap from where we are and where we want to be ?
⚫ It helps to identify current and future needs of the organization. Example, how many
employees and for which designation it required?
⚫ It is all pervasive, it is an intellectual activity and it also helps in
avoiding,confusion,uncertainty, risks,wastage etc.
B. Organizing :
 ⚫ Allocate employees as per their skill and capacities.
⚫ Organizing as a process involves: assignment of duties, delegation of authority and creation
of responsibility.
C. Directing
⚫ Direction is that inter-personal aspect of management which deals directly with influencing,
guiding , motivating, sub-ordinate for the achievement of organizational goal. Especially it
contains motivation, leadership and communication.
D. Controlling : It implies measurement of accomplishment against the standard and correction of
deviation if any to ensure achievement of organizational goal.

b. Operative function : The operative function of HRM contains;

A. Employment : This step involves finding candidates who can turn into employees and is a
perfect fit for the organization. Some of the steps involve in this sub-sect of operative
functions are recruitment,selection and personal placement.
B. Compensation : This is the step involved with determining the remuneration amount for an
employee in exchange for their contribution to the organizational goal.certain factors
influence the remuneration of an employee. They are :
⚫ Requirement of the job
⚫ Basic needs
⚫ Legal provision
⚫ Organization’s capacity to pay
C. Development : Under this , the HR manager is responsible for training the new employees
properly. It is important to mention that the HR managers are responsible for training not
just new employees but the old ones too.
D. Working conditions and welfare : The function of HR department doesn’t end with just
hiring someone and training them. There is much more to that situation. It involves
creating a workspace where employees feel comfortable and motivated to work. As an HR
manager,one has to provide all the service related to the employees physical, mental and
social welfare.
E. Motivation: Keeping employees motivated is among the key functions of the Human
Resource department. It has seen that employee has seen that often hold back from
relating to the overall organization goal because they don’t feel motivated enough. The HR
department’s responsibility is to create such an environment where the employee feel
adequate motivated to give their best.
F. Personal record : An employee journey documented right from the day they joined. It is the
HRM department responsibility to maintain the personal records. The records contain
information on their appointment , training, appraisal, promotion , transfer, achievement,
and other things related to the organization.
G. Separation : When an employee decides to leave a company or retire, it is the job of the
HRM department to handle the separation of that person from the organization.
H. Industrial relation: A HR manager is responsible for monitoring relationship with other
industries. As a HR manager no one can help in several things like collective , bargaining ,
settlement , or disputes and joint consultation. Furthermore, their job is to maintain an
efficient relationship with the labor union or other concerned bodies.

c. Advisory function : It is one of the essential functions of human resource management. This
function evolves advising an important matters involving human resource.

3 How many opportunities of staff development you think of? Here some ideas.
⚫ Refreshing training
⚫ Providing materials for self study
Answer : Employee development describe about the process which develops the skill and abilities of
the workers. This process finds out the skill of employees and train them with the new one.
Many companies invest to the employee to develop their skills and abilities to get better
performance and to get higher engagement.
Here are some of the opportunities of staff development.
⚫ Outline training sessions and webinars.
⚫ Manager coaching and mentor ship.
⚫ Classroom style learning.
⚫ Peer coaching.
⚫ Cross training
⚫ Stretch assignments etc.

4 Tony works in a Big Star, a city hotel. He is full time employee and has been working there for the
last three years. But he is not happy with his job. He says that his pay is poor and has to work on the
weekends.
1) What does his statement suggest about the motivation of his hotel workers?
2) Identify and explain two possible ways in Tony’s his motivation could be improved.

Answer :
Background and presenting problem : Tony seems unsatisfied with his job. Many of workers
get unsatisfied because of the various factors of management and workers relationship. Here in Big
Star hotel Tony has been working for 3 years and according to him he is doing his job very well but the
problem is poor compensation.
Tony’s goal is working hard and earn better. So he works to the weekends. And now because
of his unsatisfied mentality he can leave the job also because many of the employees do the same. Or
Tony may not but this unsatisfied mentality easily decrease his performance in the hotel.
My views about the problem : In my career , I have seen many times this types of problem.
Generally many of the worker want to get attractive salary to make their life better and which is not
bad thought. But in my view , the compensation is not the only problem if management deals better
with their employees. The pay level is only marginally related to satisfaction. The main problem of
many companies are
Not rewarding their staff.
No good working environment.
Management and employees communication lines are disturbed.
No any career development plan.
Management never says well done. Etc.
1 ) In my view , in the Tony’s case , his statement suggest about the motivation of his hotel worker
very poor because
⚫ There is no good bonding between management and employees.
⚫ There is no strengthen workplace culture.
⚫ Weak supervisor employee relation.
⚫ No rewarding system
⚫ No freedom or autonomy to the team at work.
2 ) In my experience, I have solved some problems like this in my career without increasing the salary
so I think Tony’s motivation could be improved by these 2 ways :
A ) By using the management- employee relationship
a. Responsbility : show to Tony we trust him by giving him responsibilities that allow him to grow.
b. Respect : like other employees, Tony also wants to know he is respected and appreciated.
People may radially forget the thing that what you said but remember the thing what you made
them feel.
c. Reward : The rewards can speak Tony’s needs and can go beyond his monetary compensation.
Recognition in front of the company, company and department parties ,service projects can be
increase any employee motivation.
B. BY using the training and development tool :
Tony can be encouraged by providing new training and education opportunity which will
help him for the bright career to his future and will increase his skills and abilities for the
promotion and gain reward so he will understand he will received the attractive
compensation and rewards also by optimizing his his result.
 Submitted by
Bikash Lasmal
[email protected]
Nepal
009779804346136 (whats up)