Human Resources

Q. 1 salve mickle the difference between force-out heed and gentlemans gentleman alternative forethought. Ans. Distinction between Personnel c ar & Human picks solicitude The account of Human Resources forethought traces its roots to the erstwhile Personnel guidance that was plethoric in the companies of a a few(prenominal) decades ago. Though the two borders Personnel centering and Human Resources Management ar interchangeably used by most of the authors, on that point argon secernate divergentiators that snitch Personnel Management (PM) different from Human Resources Management (HRM).HRM is clearly establish on the radix of behavioural science knowledge relating to the march onling of employees to cue brass sectional goals. The snap on is much proactive rise and pays attention to employee satis faction and delight. Business goals and objectives and the strategies that conclusion en fitting this to happen atomic number 18 the foundation for HRM. The staple fiber philosophy is dictated by the opening Y approach where the belief is that people homogeneous to make for and do non p tie in t be superintend and made to perform. The employee becomes a champion for the transcription and its increase/service.PM is that management style that deals with the control and reactive problem solving approach to aim employee issues in a organizations. The philosophy for the PM approach relied on the Theory X approach that believed that people do not natur exclusivelyy wish hearty to accomplishment and submit to be coerced to ladder and practic wholey exact to be driven to pretend. Is more the stick approach rather than carrot approach. inflexible rules of dos and donts exist and these provide the framework for employees behaviour at the work rest home.Employee welf atomic number 18 and formal grievance schemes forge a signifi batcht graphic symbol here and thereby managing industrial relations with juicy amount of consid er union activity be senior highlighted. Very few organizations today practice this style to people management, as the benefits and the long term gains from a HRM approach, impact business results far more. HRM emphasizes on training, as an burning(prenominal) area of people management, which covers the fol junior-gradeing aspects 1. Increasing productivity 2. Improving bore 3. Improving organisational climate 4. Ensuring personnel growth etc. Q. write a note on scope of HR in India. Ans. scope of HR in India Contrary to these forces, in India the owner manager/ giving medication/public sector manager was an industry icon and a subject hero of sorts. The Personnel Management practices were dominant of the brick-and-motor industry. Though the approach was mostly welfare oriented and reactive in dis military capability it served effectively for the gigantic PSU organizations that built the countrys foundation. Its solo in the past 10-12 days with the immense growth on acco unt of the IT industry that winds of change began to b impoverished.It was by and large the advent of the Information Technology era in India that brought with it the western management practices. MNCs (multinational companies) started up their operations in India. The FDI (foreign direct investment) went up steeply as the world saw the potential in the countrys adult male resources. India became a preferred location for MNCs primarily from the USA, fol modested by other developed countries. The gave birth to a new generation of management as tumesce as HRM practices.New hiring methods, new ways of paying salaries, new employment footh doddery and most eventfully increased focus on some form murder and outcomes. There was emphasis on deliverables and linking individual and team performance to business results and supremacy. Given the highly educated hands there was a de-emphasis in the piece of the trade unions. The era of the trade union dominance gave way to the new order of individual negotiated salaries and wrong and clearly performance linked assessment bodys. Another transformation that the Indian workplace witnessed was the focus on ethics and ethical practices in doing business.It was altogether fair to expect that with the weak legal system, it needed the support of the governance policies and the corporeal policies to beat the corruption that existed. This has signifi deposetly contri speak outlyed to India emerging as a preferred destination for doing business. All of this has yielded to conk way to the birth of the master copy manager Professional managers today are a fine and each(prenominal)-important(a) come out of the Indian corporate. The professional manager brought about a prowl in the market-gardening from a highly authoritarian approach of getting work d iodin, to a more collaborative and disassembleicipative approach.The entrepreneurs who earlier operated in a secure, sheltered market and wakelessly verbal expre ssion ch tout ensemble(prenominal)(a)enges, were challenged by the globalization that sweep in with the liberalization policies and measure brought in by the Indian brass late 1995 and onwards. Despite the challenges, the Indian employee and his manager evolved. Together they feelingped up to face the challenge head-on and to win not only in India moreover excessively globally. The levers of (a) low cost, (b) highly skilled, and (c) English as the medium of breeding and it being the corporate-language were the key drivers that enabled the flow of global business to India.There was exponential growth in employment both directly ( stocks in the supranational and domestic companies) as well as indirectly (as support industries alike transport, catering and ancillary industries). The simultaneous investment of the government in build the necessary infrastructure did its share of providing impetus towards creating more troubles for the people of the country. Hence, humankind relations movement in India has evolved very differently as compared to what we descry in the developed economies of the USA and the UK. What is currently acting as a limitation is the enhanced wittingness on the need for research based HRM practices.While there is a lot of work happening in the Indian education system to promote this, it is going to take a while before it posterior create a distinct body of knowledge that is referenceable. For now the industry relies on emulating westerns HR practices and customizing on a as-needed foundation garment for the Indian corporation. For the rest the industry forums and consortiums like the NASSCOM act as a hub bringing together organizations on a regular basis to discuss challenges and share stovepipe practices and identify ways and mean values o overcome them together.So far this has been triumphful and working(a) to the advantage of the Indian corporate. Leading MNC research and consulting firms like Mercer and Hewitt too cont ribute to the industry do carrying out research and sharing reports on a regular basis. The approach however remains analytical and less prescriptive. Q. 3 Explain the critical dance steps in Human Resource supplying system. Ans. We allow for strain to discuss in details the critical steps that are part of the above system. A. Purpose of Human Resource Planning Human Resource Planning fulfils individual as well as organisational goals.What it fundamentally amounts to is striking a balance between the succeeding(a) human resources inescapably and the future enterprise needs. And this is done with the clear objective of maximizing the future return on investment in human resources. And this objective whitethorn be laid eat up for a short-term (i. e. for one year). B. Estimating/ presage the future Manpower Requirements the first step in the process is to draw at the desired organisational structure at a attached point in time. Mapping this structure with the existing struc ture table services in identifying the gap in resources requirement.The outcome and type of employees needed gather in to be determined. In addition to the structure there are a number of external factors that affect this determination. They include business forecasts, competitor strategy, expansion plans, product/skills mix changes, profit/revenue growth projections, in addition to management philosophy and government policies. This step also includes an analysis of the external fag out/talent environment, its demographics, demand/supply of the unavoidable talent, and cost considerations. C. Auditing Human Resources erst the future human resource needs are estimated, the attached step is to determine the present supply of manpower resources. This is done through what is called Skills armoury. A skills inventory contains data about each employees skills, abilities, work preferences and other items of information which indicate his worth to the caller-up. Skills inventory ar e also referred to as competency dictionaries. This information is usually retained as part of the performance management system with the HR department.This step in the HRP system helps identify the existing profile of the manpower and its efficiency. It helps highlight where the organization is vs. where it ought to be. The step concludes with identifying clear gaps in the skills/ manpower mix required to meet the approaching business objectives. D. labor Analysis After having decided how m both an(prenominal) persons would be needed, it is necessary to prepare a job analysis. The recorded details of training, skills, qualification, abilities, recognize and responsibilities, etc. as needed for a job are studied. Job analysis includes the preparation of job descriptions and job specifications.E. Developing a Human Resource Plan This step refers t the development and implementation of the human resource plan, which consists in stupefying out the sources of labour supply with a v iew to making an effective use of these sources. Some important considerations at this point are Specific roles/disciplines being hired for, of them which roles are opposite for the business Competencies and capabilities needed Manager vs. employee hiring Hire internally vs. External sourcing Planning for new skills through training existing staff vs. hiring new teams In case of surpluses, planning for redeployment/ reduction in orkforce as required Succession planning for key positions in the bon ton.Q. 4 With reference to the allowance and requital system what are the systems that are helpful to raise the intensity train of employees Ans. Compensation/ salary systems are designed to ensure that employees are reinforcemented fittingly depending on what they do and the skills and knowledge (intellect) required for doing a specific job. It must whence provide for the following key factors in order to be effective The following factors may be helpful to raise the au thority employees Signal to the employee the major objectives of the organizations- therefore it must link to the overall goals and objectives of the alliance. For fount if doing a quality job is critical for the fraternity its earnings system has to ensure that this is adequately rewarded. On the other hand if a comp any values productivity and units produces, the allowance system would be designed such(prenominal) that productivity is rewarded. Attract and retain the talent an organization needs the need to benchmark salaries to the prevalent market standard for that job / skill so that the company is able to attract the right talent.If a enterprises pays a salary lower that what the market does for that job/responsibilities, the probability that suitable candidates would take the job removeer and join the company. Even if they do join subsequently when they find that the market pays more for that job they would quickly find a more remunerative job and leave the company. Motivate employees to perform effectively as discussed at the outset, money is a key inducing and it often efficiency be the only motivator for most employees, therefore ensuring that compensation is fittingly disbursed need to be taken care of while designing the compensation system.Jobs in the brick and motor, production setups would focus on higher incentive policies that would motivate the employee to produce more while the base-salary would be low. Create the type of culture the company seeks to engender compensation systems play a critical role as sponsors for the organizations culture. A performance driven culture would build compensation policies that clearly and significantly reward performance. A company that rewards loyalty would reward employees who stay longer in the company with significantly better incentive programs.Hence we see how compensation systems are museive of the organizations over all philosophy of what its goals and objectives are and how this can be linked to salary payout. Q. 6 Dynamic Learning is an organization that wants to revise the HR policies. It has conducted a take after and the results of survey indicated that r=there is employee unrest, tardiness, absenteeism, more grievances. This all clearly indicates low esprit de corps. Suggest the measures that can be taken to improve employee esprit de corps.Ans. Employee morale Boosters. Morale boosters can take the form of recognition, eompensation, special perks or simply terminating employees. present are 11 low cost morale boosters Welcome ideas Employee morale improves when staff feel they are valued. Share and implement their innovations and ideas. Keep add together Mount a large score board in the government agency to recognize baksheesh performers and to motivate those on the bottom of the list. Inspect The old management adage, inspect what you expect is true. Companies with a lack of focus can confuse staff and lead to less morale.Thank You Notes Send a s pecial thank you letter to you staffs family or spouse, appraise their steady-going work and efforts. Huddle provoke a daily cockcrow huddle to highlights tasks for the day and to cheer yesterdays wins. Open Up Provide an open forum or one-on-one time to allow employees to express their concerns and feelings can be an easy means to boost morale. Have Fun Special events and outside work activities can take the drive off the day-to-day grind in the office. Show Charity sign on your staff involved in a bigger ride to help them see there is more to life than work.Add Perks Use low cost perks such as a Foosball table in the tiffin room. Fire Staff Sometimes the root cause of low employee morale can be a staff member whose negativity brings down the group. Even a top performer can bring down staff behind your back. Measure it Keep tabs on the levels of morale in your business by regularly measuring employee satisfaction. The backbone of business success resides in the productivity and payoff of your employees. Those companies who remain vigilant to the signs of low morale and who focus on improving morale can thwart off the impact of a low morale workplace.Human Resources1 If you are working in a company that is not enthusiastic energetic, creative, clever, curious, and conscionable plain fun, youve got trouble, serious troubles (Tom Peters. Indeed, the success of any organization depends on some(prenominal) issues amongst them, organizational culture, teamwork, management style and the level of motivation amongst the employees. LeadershipThe full organizational momentum is decided by the top management, the style they consume determines how decisions are going to be made, what kind of decisions the business is likely to make, the nature of policies which the company is going to adopt as well as how the organization will respond to management issues such as competitor activity, industrial attractiveness employee relations, public relations as well as co rporate cordial responsibilities.The strategic fit of the organization is determined by whether the leading are visionary or non-visionary whether these praxis foresight and how they balance stake victorious and the drive for initiative. According to (Stacey, 1992p. 31-39), the momentum of a company is generated from the top management and perfected in bottom level, the success of an organization forthrightly rests on reach and every single employee irregardless of the role and position held in the organization.Therefore, to achieve a well coordinated and motivated team, the leaders and in essence, every single employee must be able to play their role so as to achieve a synergetic effect. The company which succeeds is that which handles all departments issues in regard to solving problems which arise and watch over on arising.The challenges can serve as the source of de-motivating an otherwise motivated staff, if issues are not well attended to, while on the other hand, the c hallenges can devote an organization the opport ace to bond its workforce and reassure unity of solve in the organization positive organizational behavior leads to organizational success while a negative corporate behavior leads to exhalation of net profit and therefore organizational failure 2. You pass on been hired as the H. R director of the Schapiro Inn & out Motel.What are some of the key issues you should steer the First day of work? Do you want to make your movement known the first day, or would you ease into the job tardily? What . R. management philosophies do you plan to adopt to make sure that you have the best workforce possible? Although take over calls for moderation, definitely there are some things that a new H. R manager would need be familiar with the first day of reporting to work. This is mainly because of the fact that on the fist day of work, one has already signed an cerebrate letter, and a letter of agreement.Probably they have been oriented and al l germane(predicate) hand over details completed. This therefore implies that one is responsible for all happenings and is mandated to run away the relevant tasks as though that day was his/her 1000th day. Since not any board of directors would take the excuse that the H. R. M is new and therefore the reason for the numerous mistakes. But for the fact that different organizations have different needs, all HRM functions are similar and the rest calls for understanding of a company dynamics.On assuming office, an HRM manager has an obligation to execute normally all relevant duties such as pay issues, employee complaints, recruitment and staffing issues as well as formulate HR policies in collaboration with the administration. Where applicable, the HRM is supposed to play any pending issues. The above is undertaken in the understanding that in an organization, noneffervescent trail is of utmost importance and a breakdown should never be experienced, for this may affect operations of the whole organization and therefore result into losses and interruptions to normal functioning of the organization.The best workforce can be achieved only by adopting suitable policies notably, pay related policies as well as employee motivation issues. The appraisal method adopted, problem solving and disciplinary issues as well as equality and equity policies at the place are of importance to an organisation. If the above are practiced, motivation results and staff often give their best. 3 Call it what you will, incentives are what get people to work harder. (Nikita Khrushchev) enquiry findings on the impact of pay and incentives on performance and output have overwhelmingly supported the above contention.Most employees work to repay their basic needs as opposed to achieving other goals. Although other factors such as job environment, tools and machinery, job policies as well as terms of condense are relevant to. All of the above play important roles in ensuring that em ployees and well equipped to perform at their best. Incentives basically refer to salaries and all other benefits which allow employees to function with minimum constraints. Incentives as a motivator should be administered carefully and uniformly.Job grading should be foreseeable and done in guidelines of a clear and open policy whereby employees are aware of what they need to do in order to move to the next level or to move to a higher job group. In a situation where by the issue of incentives is handled unprofessionally, conflicts arise and output and performance are negatively affected. 4 Discuss the term derangement in the hospitality industry. What does it mean? How can it be controlled? What are some of the causes? What does it mean to you? overthrow can be defined as the situation whereby employees keep on quitting job in unusually high rates.This could either be cod to natural attrition, unfavorable working conditions as well as receivable to service termination. Turnov er is a very common fact in the hospitality industry mainly due to the nature of the industry. Since many businesses in the hospitality sector peg their staff needs on seasons, low or high seasons call for flexible employment and narrow down terms in which organisations increase or retrench staff to reflect on market activity, this in turn results into un-usually high staff turnover occasioned by unpredictability of demand forces. Laziness may appear attractive, but work gives satisfaction (Anne Frank) Job satisfaction refers to a state whereby one is able to work hard and in turn receive self-importance toast from the job upon being contented with the results of the work. Job satisfaction is good for employees in that it lead to high level of concentration and therefore high output. want of satisfaction leads to lack of concentration, something which affects performance.Laziness is a leading cause of job dissatisfaction in that for one to be truly satisfied with their work hard work and effort is needed. One needs to concentrate and exercise a lot of patience for that leads to satisfaction. Therefore, laziness hinders performance and this prevents job satisfaction. Employees should gather job satisfaction from the tasks allocated to them. This in turn leads to high profitability of the organization and a healthy work force.Human Resources1 If you are working in a company that is not enthusiastic energetic, creative, clever, curious, and just plain fun, youve got trouble, serious troubles (Tom Peters. Indeed, the success of any organization depends on several issues amongst them, organizational culture, teamwork, management style and the level of motivation amongst the employees. LeadershipThe whole organizational momentum is decided by the top management, the style they adopt determines how decisions are going to be made, what kind of decisions the business is likely to make, the nature of policies which the company is going to adopt as well as how the o rganization will respond to management issues such as competitor activity, industrial attractiveness employee relations, public relations as well as corporate social responsibilities.The strategic fit of the organization is determined by whether the leaders are visionary or non-visionary whether these exercise foresight and how they balance risk taking and the drive for initiative. According to (Stacey, 1992p. 31-39), the momentum of a company is generated from the top management and perfected in bottom level, the success of an organization squarely rests on reach and every single employee irregardless of the role and position held in the organization.Therefore, to achieve a well coordinated and motivated team, the leadership and in essence, every single employee must be able to play their role so as to achieve a synergetic effect. The company which succeeds is that which handles all departments issues in regard to solving problems which arise and keep on arising.The challenges can serve as the source of de-motivating an otherwise motivated staff, if issues are not well attended to, while on the other hand, the challenges can afford an organization the opportunity to bond its workforce and reassure unity of purpose in the organization positive organizational behavior leads to organizational success while a negative corporate behavior leads to loss of profits and therefore organizational failure 2. You have been hired as the H. R director of the Schapiro Inn & out Motel.What are some of the key issues you should address the First day of work? Do you want to make your presence known the first day, or would you ease into the job slowly? What . R. management philosophies do you plan to adopt to make sure that you have the best workforce possible? Although take over calls for moderation, definitely there are some things that a new H. R manager would need be familiar with the first day of reporting to work. This is mainly because of the fact that on the fist day of work, one has already signed an agreement letter, and a letter of agreement.Probably they have been oriented and all relevant hand over details completed. This therefore implies that one is responsible for all happenings and is mandated to execute the relevant tasks as though that day was his/her 1000th day. Since not any board of directors would take the excuse that the H. R. M is new and therefore the reason for the numerous mistakes. But for the fact that different organizations have different needs, all HRM functions are similar and the rest calls for understanding of a company dynamics.On assuming office, an HRM manager has an obligation to execute normally all relevant duties such as pay issues, employee complaints, recruitment and staffing issues as well as formulate HR policies in collaboration with the administration. Where applicable, the HRM is supposed to solve any pending issues. The above is undertaken in the understanding that in an organization, smooth running is of utmost importance and a breakdown should never be experienced, for this may affect operations of the whole organization and therefore result into losses and interruptions to normal functioning of the organization.The best workforce can be achieved only by adopting suitable policies notably, pay related policies as well as employee motivation issues. The appraisal method adopted, problem solving and disciplinary issues as well as equality and equity policies at the place are of importance to an organisation. If the above are practiced, motivation results and staff often give their best. 3 Call it what you will, incentives are what get people to work harder. (Nikita Khrushchev) Research findings on the impact of pay and incentives on performance and output have overwhelmingly supported the above contention.Most employees work to satisfy their basic needs as opposed to achieving other goals. Although other factors such as job environment, tools and machinery, job policies as well as t erms of contract are relevant to. All of the above play important roles in ensuring that employees and well equipped to perform at their best. Incentives basically refer to salaries and all other benefits which allow employees to function with minimum constraints. Incentives as a motivator should be administered carefully and uniformly.Job grading should be predictable and done in guidelines of a clear and open policy whereby employees are aware of what they need to do in order to move to the next level or to move to a higher job group. In a situation where by the issue of incentives is handled unprofessionally, conflicts arise and output and performance are negatively affected. 4 Discuss the term turnover in the hospitality industry. What does it mean? How can it be controlled? What are some of the causes? What does it mean to you? Turnover can be defined as the situation whereby employees keep on quitting job in unusually high rates.This could either be due to natural attrition, u nfavorable working conditions as well as due to service termination. Turnover is a very common occurrence in the hospitality industry mainly due to the nature of the industry. Since many businesses in the hospitality sector peg their staff needs on seasons, low or high seasons call for flexible employment and contract terms in which organisations increase or retrench staff to reflect on market activity, this in turn results into un-usually high staff turnover occasioned by unpredictability of demand forces. Laziness may appear attractive, but work gives satisfaction (Anne Frank) Job satisfaction refers to a state whereby one is able to work hard and in turn receive self assurance from the job upon being contented with the results of the work. Job satisfaction is good for employees in that it lead to high level of concentration and therefore high output. Lack of satisfaction leads to lack of concentration, something which affects performance.Laziness is a leading cause of job dissati sfaction in that for one to be truly satisfied with their work hard work and effort is needed. One needs to concentrate and exercise a lot of patience for that leads to satisfaction. Therefore, laziness hinders performance and this prevents job satisfaction. Employees should derive job satisfaction from the tasks allocated to them. This in turn leads to high profitability of the organization and a healthy work force.