management information system(10)

10. Human Resources Management

 

January-2004 [0]

 

July-2004 [2]

1.         Give very brief (2-3 lines) answers to the following questions:

j)          What is HRIS?                                                                                                                    [2]

Ans:  The Human Resource Information System (HRIS) is a software or online solution for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business. Normally packaged as a data base, hundreds of companies sell some form of HRIS and every HRIS has different capabilities.

January-2005 [0]

 

July-2005 [12]

1.

d)         What are the objectives of Employees’ Performance Appraisal?                                    [4]

Ans: Performance appraisal, also known as employee appraisal, is a method by which the performance of an employee is evaluated. Performance appraisal is a part of career development.  Performance appraisals are a regular review of employee performance within organizations. Generally, the aims of a scheme are:

• Give feedback on performance to employees.
• Identify employee training needs.
• Document criteria used to allocate organizational rewards.
• Form a basis for personnel decisions: salary increases, promotions, disciplinary actions, etc.
• Provide the opportunity for organizational diagnosis and development.
• Facilitate communication between employee and administrator.
• Validate selection techniques and human resource policies to meet federal Equal Employment Opportunity requirements.

5.

b)         What is Human Resource Planning?                                                                                [4]

Ans:  Human resource planning is the pattern of planned human resource deployments and activities intended to enable the organization to achieve its goals. HRP therefore falls into the wider area of employee resourcing (planning for, acquiring and allocating the desired human resources for the organisation). Employee resourcing is an arm of the HR function. HRP entails knowing in advance what the staffing needs of the organisation will be, assessing the supply of the relevant workers in the organisation and labour market, and finding ways to fulfil the staffing needs of the organisation. Organisations are greatly affected by their demand for labour, and therefore by the supply of labour.

c)         What are the important steps in Human Resource Planning?                                        [4]

Ans:  The important steps of HRP are:

1.      Deciding on strategic plans and resultant design of the organization.

2.      Out of these strategic plans, determining the organization’s labour demand needs for both the short & longer terms.

3.      Assessing the labour supply situation (both internal and external supply), and in light of it to draw up plans for effectively & continuously filling staffing needs.

4.      Implementing the staffing plans.

 

January-2006 [7]

3.

a)         Discuss concepts and perspective of human resource management.                             [7]

Ans:  Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement.

           

            Its features include:

• Organizational management
• Personnel administration
• Manpower management
• Industrial management

Perspective of HRM:

In many ways, critically or not, many writers contend that HRM itself is an attempt to move away from the modernist traditions of personnel (man as machine) towards a postmodernist view of HRM (man as individuals). Critiques include the notion that because 'Human' is the subject we should recognize that people are complex and that it is only through various discourses that we understand the world. Man is not Machine, no matter what attempts are made to change it.

Many critics note the move away from Man as Machine is often in many ways, more a Linguistic (discursive) move away than a real attempt to recognise the Human in Human Resource Management.

Critical Theory, in particular postmodernism (poststructualism), recognises that because the subject is people in the workplace, the subject is a complex one, and therefore simplistic notions of 'the best way' or a unitary perspectives on the subject are too simplistic. It also considers the complex subject of power, power games, and office politics. Power in the workplace is a vast and complex subject that cannot be easily defined. This leaves many critics to suggest that Management 'Gurus', consultants, 'best practice' and HR models are often overly simplistic, but in order to sell an idea, they are simplified, and often lead Management as a whole to fall into the trap of oversimplifying the relationship.

 

July-2006[4]

1.

f)          Discuss Employees Stock Option Plan as an incentive scheme for employees.              [4]

Ans: Many companies use employee stock options plans to compensate, retain, and attract employees. These plans are contracts between a company and its employees that give employees the right to buy a specific number of the company’s shares at a fixed price within a certain period of time. Employees who are granted stock options hope to profit by exercising their options at a higher price than when they were granted.
Various steps taken are:

Step 1: Get the 'big picture'

Step 2: Develop a Mission Statement or Statement of Intent

Step 3: Conduct a SWOT analysis of the organization

Step 4: Conduct a detailed human resources analysis

Step 5: Determine critical people issues

Step 6: Develop consequences and solutions

Step 7: Implementation and evaluation of the action plans

January-2007 [18]

4.

b)         Discuss concepts and perspective of human resource management.                             [9]

6.

b)         What is Primary Compensation? Explain the requisites of a sound primary compensation structure? Discuss.                                                                                                       [9]

July-2007 [18]

3.

b)         What is performance appraisal? Discuss the essential of a sound performance appraisal system.                                                                                                                  [9]

Ans: The essential of a sound performance appraisal system are:

a.      Performance appraisal is a key to higher productivity, overall effectiveness and employee  development.

b.      Performance appraisals work best when the top executive.

c.       Identify employee training needs

d.      Form a basis for personnel decisions: salary increases, promotions, disciplinary actions, etc

e.      Provide the opportunity for organizational diagnosis and development

f.        Facilitate communication between employee and administrator

g.      Validate selection techniques and human resource policies to meet federal Equal Employment Opportunity requirements.

h.      Give feedback on performance to employees

5.

a)         What is Human Resource Planning? What is its importance in Human Resource Management?                                                                                                                  [9]

Ans: Importance of human resource management:

a.      HRM is the legal liason between the organization and the employees,they are to uphold the employment and safety laws (osha, and civil rights act) as well as follow the practices, which may differ within federal guidelines, that the employer authorizes.

b.      Helps the Corporations to searching for better ways to produce goods and services.

c.       Helps in improving and implementing new technology.

d.      HRM is required to maintain a strong partnership between management and labor unions.

e.      To achieve these goals of company, the company needs a talented HR department.

f.        To be successful in the automotive market, these companies needs a highly skilled, flexible and committed work force, a flexible and innovative management for which HRM required.

g.      For the growth of Human Resources department, companies require talented people with the knowledge. For hiring this people a good HRM is required.

h.      To bring up new technology and increase the efficiency of company a good HRM is required.

i.        For the safeguard of employee HRM is required.

January-2008 [6]

5.

a)         Discuss the concepts and perspective of human resource management.                       [6]