Madiha Baqai (12258)

BBAH
HUMAN RESOURCE THEORY & PRACTICE

QUESTION NO: 1
Answer:
 HR Department can greatly impact strategy formulation and
implementation of an organization.
Explanation:
HRM is in a rare position to have strategic analysis that can help with policy
development. HRM has highlighted impact in strategy formulation HRM will
provide information about advanced compensation plans used by rivals, employee
sentiment survey results, elicit information about consumer complaints, details
about proposed regulations, and so on. HR skills are a driving force behind strategy
growth. HRM ensures that the corporation has a capable and willing staff to carry
out its plans. It's important to note that successfully connecting strategy and HRM
takes more than picking from a list of options. The task at hand is to devise a
collection of HR practice options that will aid in the implementation of the
organization's policy and increase its competitiveness.
Example:
Cadbury is a chocolate manufacturer this company gives priority to its
employees, West London borough of Uxbridge – Cadbury is an expert in the field
of human resources. They value not just their colleagues but also their friends,
putting people first. As the world's second-largest confectioner, this is mirrored in
their growth. Cadbury was founded in 1824 and included a worker village as well
as research and development facilities. The village included a home for employees
and their children, as well as a place to serve. Their employees come first, and
they've created a supportive work environment that makes for a healthy work-life
balance which is very important for any organization for productions of units this
organization is known for providing unwavering assistance to its workers, and as a
result, they have a devoted and committed staff. HR's strategies and objectives are
perfectly aligned with the company's strategic goals. To achieve the company's
long-term objectives, they work together.

 HR metrics are very important to have a HPWS.

Explanation:
A human resource metric is an arithmetical representation of a human resource
management criterion such as staff attrition, training hours per employee, or
eligible candidates per job. These measurements can be used to evaluate your
own company's HR results as well as to match one company's with another's.
Human resource metrics are crucial for developing high-performing HR
programs and processes. This is due to the fact that they allow managers to
benchmark their performance. Benchmarking is the process of matching and
reviewing the processes of high-performing firms with your own in order to
figure out what they do differently. Some Common Types of Human it plays
an important role in progress of an organization
Resources Metrics listed below:
 Time to hire.
 Cost per hire.
 Employee turnover.
 Revenue per employee.
 Billable hours per employee.
 Absenteeism.
 Cost of HR per employee.
 Diversity/EEOC numbers.
HPWS development performance is linked to operational learning. HPWS
would not be accepted or successfully enforced if organizations did not pay
attention to organizational learning, and therefore the promotion impact on
corporate success would be weakened. Organizational learning should be
taken seriously, with internal information structures being built, learning
environments being developed, and staff being encouraged to explore,
develop, and exchange knowledge. As a result, these management practices
 will be applied more quickly and successfully HPWS is highly considerable
part of HR department and its organization.
HPWPs included are
1 -selection
2- Training
3- Performance
4- Appraisal
5-Job definition
6- Career Planning
7-Employee participation
8- Compensation
Example:
HPWS can be seen all over the world for excellent results. Fey and colleagues,
for example, looked at 101 foreign-based companies working in Russia and
discovered substantial links between HRM strategies like incentive-based pay,
work protection, executive preparation, and decentralized decision-making,
and arbitrary metrics of company success.
 The selection procedure may sometimes NOT include all the steps.
Explanation
Following are the steps of selection
1 -Application
2 -Screening & pre-selection
3 - Interview
4 - Assessment
5 -References and background check
6 –Decision
7 -Job offer & contract
Some times hr Department does not follows all above mentioned steps to hire an
employee Department also consider people refer by their organization people
means they use their Employees reference to hire a person which is favorable for
organization to “safe time, advertising expense for that job, or conducting
interviews online or physical and place occupied require to hire of that job .That’s
why some time hr department doesn’t follow all steps to hire a person
Example:
I (Training assistant manager ) as an employee of Bank alfalah contact center refer
my friend sidra for a job of training executive which hr department looking for in
next month because currently lady has resigned for this because she got a new
opportunity . sidra has potential and confidence to work as a training executive
my reference will “safe time, advertising expense for that job, and many other
expense for hiring a training executive.

 When the economy expands, training activities, resignations and

pressure for better working conditions increase
Explanation:
For better working condition considering economy expands. Company make
benefits when economy expand so opportunity for employees also increases In
today's ever-changing market climate, workplace experience is essential for
maintaining optimum efficiency and responding to change. Despite the fact that
businesses are scaling back on training as a result of the global crisis, evidence
suggests that an undertrained workforce has a negative impact on industry. It's an
improvement.to focus on retention rather than recruiting, since highly qualified
workers would be expected to survive in the global economy immediately after the
recession. Furthermore, teaching workers is an opportunity that pays off in terms
of employee satisfaction and engagement. During recessions, businesses may find
opportunities to save money in areas other than preparation. Training that
combines different approaches may be both cost-effective and advantageous in
terms of improved productivity and changes in product quality or customer
experience, enhanced operational efficiency in terms of increased revenue
produced, preservation of optimum output, sustained customer engagement, and
company credibility. As a result, the theory that "training raises an organization's
competitiveness during the ongoing global crisis" has shown to be right. As a
result, preparation is not a privilege during a recession; it is a must. As a result,
cutting the training budget and deferring any training activities is not warranted by
the organization's administration. In reality, a downturn will provide an incentive
for workers to spend time studying and for businesses to achieve a competitive
advantage. HR department will help out an organization when economy will
expend.
Example hr department can offer Opportunities for their in their own organization
and also They can offer better retirements plan, better Medical Insurance,
Accidental Death & Dismemberment Insurance Plans for retirement, Plans for
health care, Plans for dental or eye care, Plans for life insurance and Paid breaks,
holidays, and sick leave are all options. Which hr can offer to its employees for
better working conditions
 Job Analysis information greatly affects HR
Explanation:
Job Analysis information greatly affects HR functions because Job review acts as
a helpful reference in any step of the career process, including manpower
preparation, recruiting, procurement, placement, induction, and performance
assessment, since it offers knowledge about duties, roles, and obligations, among
other things.
Example:
Here are some examples of how a company could use job analysis data:
 Planning with the workforce.
 Control of results is a term used to describe the process of
 Selection and recruitment
 Planning for the future.
 Production and training
 Payroll management.
 Health, protection, and safety are also important factors to consider.
 Links between employees and labor.
 Managing the risks
 Two HR functions:
Function evaluation -
Since it considers the content of the work in terms of assignments, roles,
responsibilities, threats, and dangers, employment appraisal serves as a framework
for job evaluation, which becomes the basis for deciding pay and salary standards.
Job research generates a number of records and protocols that are very helpful in
human resource management.
Performance management:
Only when the job is well understood will effective success goals, main outcome
areas (KRAs), and performance targets be set.
 HR managers act as line managers and staff managers at the same time.
Explanation:
Both supervisors are HR managers in the sense that they are engaged in practices
such as hiring, recruiting, and compensating staff. To ensure that the company has
a cohesive commitment to success management, the HR manager and line manager
can collaborate. Employee workplace satisfaction is adversely impacted by
inconsistencies in an organization's success improvement method.
Example:
Although reporting to a higher-ranking boss, line managers supervise other staff
and the activities of a company. They are critical to the success of many
companies, supervising and overseeing staff on a regular basis and serving as a
liaison between employees and upper management.

Question no : 2
Answer: difference
Personnel Management: Human Resource Management

Approach:
Traditional Modern
Treatment of manpower:
Machines or Tools Asset
Basis of Pay:
Job Evaluation Performance Evaluation

 How can the HR Dept. ‘maximize ROI’ for the company? Explain with
example.
Explanation :
For companies that consider employees their most valuable assets,
human resources has extreme value. In the most general sense, HR
motivates workers to perform at the highest level possible and maintain
an organizational culture of high morale. In the early 21st century,
strategic HR has emerged as a prominent view of the role this functional
area plays in building and developing a strong organization