MMPC-02 2022-23

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ASSIGNMENT
Course Code : MM PC-002
Course Title : Human Resources Management
Assignement Code: MMPC-002/TMA/JULY/2022
Coverage i All Blocks
Note’ Attempt all the questions and submit this assignment to the coordinator of your study
centre. Last date of submission for July 2022 session is 31“ October, 2022 and for January
2023 session is 30" April. 2023.
1 How did the concept of human resource management
=
emerge?
i=,
By explaining
. o
the functions of
HRM describe the various perspectives of human resource management briefly.
2 tlew do job analysis and job design address the problems of the HR planning process? Is
Outsourcing an effective method of recruitment and selection? Briefly explain your views.
3. Explain the importance of job analysis, job design, socialization and mobility in Human
resource planning citing relevant cxamples
4 Why training, mentoring, compensation and reward management of an organization ensures

effective human resource development? Explain with the help of recent trends in the corporate
world,
53 What ts career development” Explain the process of career development citing examples.
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1. How did the concept of human resource management emerge? By explaining the
functions of HRM describe the various perspectives of human resource management
briefly.
ANS: EMERGENCE OF HUMAN RESOURCE MANAGEMENT:
Beginning in the 1980s, there was a rising realisation that wealthy countries were no longer
automatically entitled to a portion of the world market. Emerging nations were becoming
more and more competitive, particularly those in the Asia Pacific Rim like Japan and Taiwan.
In addition, the UK had to deal with a recession, high unemployment, and "stagflation";
earlier in the decade, there had been financial crises that necessitated an IMF bailout, as well
as a string of strikes known as the "winter of discontent," which had a very negative impact
on productivity levels.
Western and capitalist leaders recognised the need to increase staff productivity and levels
of innovation in order to compete in an increasingly global marketplace. Accordingly,
leaders such as Ronald Reagan in the US, Margaret Thatcher in the UK, and Deng Xiaoping of
China (Harvey, 2005: 2), , took what had hitherto been a minority ideological argument, and
made it central to their politics: leading to what many have depicted as the enduring, ‘age of
neo-liberalism’ (Thorsen, 2009: 2, Leys, 2005: 29). In essence, neo-liberalism is based
around the notion of self-identification, and a series of phenomena connected with
liberalized trade and promotion of market forces (Thorsen, 2009: 2), which often results in
deregulation, privatization and withdrawal of the state from many areas of social provision
(Harvey 2005: 1). This ideology has been adopted so heavily that as David Harvey (2005: 1)
has argued, it has ‘become hegemonic as a mode of discourse of our time’.
The Thatcher government combined this new ideology with previous Conservative political
thinking, in order to form a cohesive political, economic and social strategy which would
increase the UK’s global market share. This represented a growing ‘managerialization of
society’ on the part of the government: indeed, politicians of the time referred to both ‘Britain
PLC’, and, famously in Thatcher’s case, to the idea that there was ‘no such thing as society’
In 1992, the government white paper, ‘People, Jobs and Opportunity’ heavily promoted HRM
activities, and emphasised the importance of the individual as a root to business success.
Back and Sisson (2000: 14) interpreted this as a sign of the obsolescence of Personnel
Management and the supersession of HRM. But this provided an inflated sense of what was
really happening within the UK workplace. For example, by 1998, growth in the percentage
of personnel specialists in the UK calling themselves ‘HR’ had only risen by 24% in
workplaces with more than twenty-five employees (Hoque and Noon (2001), Caldwell
(2002) citing Millward et al., 2000); and although at first glance, that 58% of CIPD members
had HR in their job titles by 2002 seems impressive, this in fact represented a mere 4%
increase from 1990 (Caldwell 2002). So whilst there was a rise in HRM (whatever it is taken
to mean), uptake in the workplace was certainly not at the same rate as the discourse in the
white paper might suggest.
From a theoretical standpoint, it may come as no surprise that HRM lacks a feeling of
cohesion. Guest and Boxall provide us with two comparable but distinct summaries of HRM
theory (cited in Beardwell and Claydon). A strategic theory derived from contingency theory,
a descriptive theory derived from systems theory, and a normative theory derived from
motivation theory are the three main strands of HRM theories, according to Guest (1997).
Boxall's (1993: 646) literature assessment, however, promotes two main ideas: namely a)
HRM as theoretical development, focused on the relationship between employee relations
and strategic management within organisations; and b) HRM as new practitioner or manager
of activities, resulting in strategies in terms of employment relations which emphasise
employee commitment and union substitution.
Models of HRM tend to be either bipolar, positioning it diametrically against Personnel

Management, or multi-conceptual (Bratton, J. & Gold, J., 2007). There are three key models
for us to consider: the first two are bipolar. In his comparison between the stereotypes of
HRM and Project management, Guest (1987), argues that there are four distinct differences
between HRM and Personnel Management: first, HRM integrates HR into strategic
management; second, it adopts a unitary perspective and individualistic focus; third, HRM
organisations tend to be organic in structure, and fourth, HRM emphasises full and positive
utilization of HR (Bratton, J. & Gold, J. 2007: 24). Storey’s 1992 model, meanwhile, marks out
twenty-seven points of difference between Personnel Management and HRM (though this
was later refined down to 25) (Back and Sisson (2000: 14). His model consisted of four
elements: beliefs and assumptions; strategic aspect; the role of line managers; and key levers
(Bratton, J. & Gold, J., 2007). Yet the earlier Harvard model (Beer et al., 1984) has six
components: including organizational context, stakeholder interests; policy choices; HR
outcomes; long-term consequences; and a feedback loop. It is more pluralistic and
prescriptive than other models of HRM, and consequently shares some elements with
Personnel Management (Back and Sisson 2000: 14).
VARIOUS PERSPECTIVES OF HUMAN RESOURCE MANAGEMENT:
1. Cultural Factors:
Culture means shared beliefs, values, norms, and moral by the people. Organisational culture
means a pervasive underlying set of beliefs, assumptions, values, shared feelings and
perceptions, which influence the behaviour of people in the organisation. The same
distinguishes one organisation from another.
2. Economic Conditions:
Similar to cultural differences, economic differences exist across many nations and
countries Inter-country variations in HR practises are brought about by variances in
economic systems or conditions. For instance, the demand for efficiency tends to favour HR
practises and regulations that promote productivity, efficient workers, etc. in a country with
free business systems. On the other hand, HR practises tend to goin a different direction, like
preventing unemployment, as one moves up the scale toward more socialist regimes. It
might even manage to do so at the sacrifice of efficiency.
3. Labour Cost Factors:
HR practices are also influenced by differences in labour costs existed in different countries.
If the labour cost is high, it can require more focus on labour efficiency which, in turn, can
influence HR practice to shift toward improving labour performance. Labour may get
remuneration as per performance i.e., pay-for-performance.
Evidences are available to mention the inter-country differences in labour costs. Labour cost
is quite more in U.K. than in India, for example. Wide gaps in hours worked also exist among
the countries which also need to be considered while studying HR practices in a particular
country.
Intra-country differences in hours worked exist across organisations. For example, in India,
there is 5 days week (work) in the central government departments, while its 6 days week
in the state government departments. This affects HR practices such as vacations between
the two types of organisations in the same country.
4. Labour Relations Factors:
Labour relations or industrial relations i.e., relationship between employees, employers and
the government that vary from country to country and have an enormous bearing on
affecting HR practices. For instance, in Germany, codetermination is the rule. Here, the
employees enjoy legal right to have their voice in the matters of their company.
2. How do job analysis and job design address the problems of the HR planning
process? Is Outsourcing an effective method of recruitment and selection? Briefly
explain your views.
ANS: job analysis and job design address the problems of the HR planning process:
Job Analysis involves gathering information and analysis of information of crucial

information about a job. In this analysis judgements are made on the data collected of a job.
Job Analysis involves both Job Description and Job Specification, which includes an
assessment of the nature of the job as well as the knowledge, skills and attitude of the
jobholder. In other words, Job Description provides details regarding the content of the job
in a written format and Job specification is a written record of the qualities and qualifications
which a Jobholder should be having for handling a job.
The job analysis is useful in developing selection, training, and performance evaluation. Job
analysis is the process of studying and collecting information about the responsibilities and
operations of a given job. Specifically, job analysis involves the steps:
Analyzing the Job interrelationship with the organizational strategies and vision.
Determining the Uses of Job Analysis like Recruitment & Selection, Compensation, Training
& Development, etc.
Identification of Job which would be analyzed
Collection of Data for Joh Analysis through observation, Interviews and Questionnaire
Administration.
Preparing the Job Description which is essentially a written account of the job.
Preparing the Job Specifications which should essentially provide details regarding the
specific skills, qualities and qualifications which a job holder should possess.
Reviewing and updating the information ideally in every three years and the
interrelationship collecting job information.
Job design help in the following way:
Align businesses with employees: Successful job design can help align both business and
employee values. This can result in decreased turnover and also helps promote increased
productivity.
Secure a competitive advantage: The expectations and the landscape for work are ever-
evolving, and regular job design allows companies to stay up-to-date on these changes to
attract top talent. It can also give current employees the chance to succeed in their positions
and enhance their overall competencies.
Increase employee motivation: Roles and responsibilities constructed in a well-designed

manner can help increase motivation and reduce job duty confusion.
Outsourcing an effective method of recruitment and selection:
Recruitment outsourcing services as an industry evolved from traditional methods of hiring

and a need to ensure access to talent in a sustainable and well-governed manner. This type
of recruitment assistance has a number of advantages over regular hiring techniques as it
incorporates the use of available talent databases and innovations to select the most suitable
candidates based on the varying preferences and needs of employers.
1. IMPROVES SCALABILITY AND FLEXIBILITY OF RECRUITMENT
The hiring needs of most companies vary throughout the year, depending on set targets and
goals. In these instances, it can be challenging to determine with certainty the level of staff
required for optimal workplace productivity. This is something a good RPO firm will
anticipate and handle with ease.
By evaluating the unique requirements of various employers, recruitment will be done ona
project or on-demand basis which ensures that at every point in time, the right number of
the most skilled persons are hired to fill workforce positions.
2. MAKES HIRING PROCESSES FASTER AND MORE EFFICIENT
To be successful in the long-term, organizations must quickly adapt to the ever-changing

business terrain. Whenever there are delays in hiring skilled and innovative persons needed
to drive objectives, surpassing or at least keeping up with competing firms becomes a very
serious challenge. A_2015 Deloitte study revealsit takes an average of 94 days to hire
scientists, engineers, and researchers.
Outsourcing the process to an independent RPO provider will solve this problem by
providing the best quality, job-specific hiring options within the shortest possible time
frame.
3. PROVIDES ACCESS TO AN EXCLUSIVE TALENT POOL
A major issue plaguing the global job market today is a scarcity of suitably qualified
candidates required to fill vital company positions. Attempting to source for the much-
needed talent to fulfill organizational aims and objectives can become a nightmarish scenario
without the help of an RPO provider. Finding your way through the sea of recruitment
companies promising to deliver on a ‘no win no fee’ basis can be a thankless task, and
implementing an RPO solution can enable a controlled approach with a high-quality
partnership service guaranteed.
Most well-established RPO service providers have a detailed, extensive database of hard to
find personnel needed to fill crucial job positions. When coupled with their exclusive access
to these highly coveted talents, the proven expertise of RPO providers will enable client
companies to secure the services of in-demand candidates more easily.
4. RPO ANALYTICS FOR STRENGTHENING BUSINESS MODELS
Due to the extensive talent databases RPO firms possess, they can analyze and predict future
trends which affect their client companies. With this information, they can appropriately
advise employers, pre-empt potential talent requirements, and properly balance the demand
and supply of vital personnel to fill essential roles.
Overall, RPO providers will stimulate the progressive growth of the organizations they work
with, by utilizing an effective and dynamic recruitment assistance system which is based on
thoroughly analyzed data.
5. BOOSTS EMPLOYER BRANDING
High-value candidate employees are continually being sought after by firms from around the
world. As a result, the importance of projecting a company’s image in the right way is
something that cannot be overly emphasized. If the organization’s in-house human resources
team doesn’t present a definite position on the company’s employee value and reward
system, securing top quality staff may be extremely difficult.
RPO providers will thoroughly research a company’s brand, compare it to its competition,
and create a robust recruitment dialogue that highlights the reasons why the talents should
choose to work with that particular company. Acting as a true extension of your existing
Talent Acquisition or Human Resources departments, a good RPO provider will bea positive
ambassador of your brand and communicate the right message to the market.
6. ENSURE COMPLIANCE WITH LOCAL HIRING REGULATIONS/RISK LIMITATION
Local recruitment laws and regulations vary between countries and regions of the world. To
avoid contravening laid down rules governing hiring, employers must be conversant with
them. This is usually a significant challenge faced by the human resource departments of
numerous organizations, as employment rules are continually evolving.A poorly structured
recruitment process will not only expose the company in question to liability but also
diminish its chances of attracting top-quality employees.
Securing professional talent sourcing services will help in this regard by preventing the
employers they work with from engaging in non-compliant recruitment practices. As a
standard, RPO service providers are extensively knowledgeable in intemational and
domestic labor laws, a guarantee their clients face a minimal-risk hiring process.
7. LESSENS THE BURDEN ON HUMAN RESOURCE DEPARTMENTS

Employing a professional recruitment service provider will ease the strain on the human
resources department and significantly improve its efficiency and productivity. When all
aspects of recruiting are channeled through an RPO firm, HR will be free to entirely focus on
tackling internal issues arising within the organization.
8. PROVIDES A ROBUST RECRUITMENT SERVICE
The experience of RPO providers, in addition to their exclusive access to globally sourced
talent, means they are uniquely positioned to provide a complete recruitment service to the
clients they serve. From the selection process for target candidates to the testing phase and
eventual hiring, these recruitment outsourcing services will pay attention to details to
deliver the best possible candidates.
3. Explain the importance of job analysis, job design, socialization and mobility in
Human resource planning citing relevant examples
ANS:importance of job analysis:
1. Providing information for management: Different types of information are required to

perform the overall functions of the organization beautifully and easily. Through work
analysis, the organization gets the necessary information for each department at a given
time. As a result, the organization as a whole can easily formulate and implement plans for
each department.
2. Manpower planning: Manpower or personnel is one of the materials and components used
to implement the objectives of the organization. Necessary qualifications for the
organization are to formulate a proper program to recruit full staff. This requires the
collection of important information about the organization. Necessary information is easily
available through work analysis.
3. Job evaluation: If you can analyze the work in a timely manner, then the job
evaluation becomes easier. Properly analyzing the work, it is easier to evaluate the overall
condition of the employee and the specific position. As a result the staff is satisfied.
Evaluating work is essential to determine the overall efficiency of an organization.
4. Selection: As the overall nature, type, quantity, characteristics, etc. of the job are known
through job analysis, it is also easy to know what kind of skilled and experienced staff is
required for that job. As a result, according to the work, the qualified staff can be selected
effortlessly.
5. Efficiency Verification: Efficiency is the key to performing quality work. Employees need
to know if they are fit for their job, or if they are physically fit but focused on their work.
Employee’ efficiency can be easily determined through work analysis.
6. Wages and salaries: Work analysis provides a detailed idea of a specific job and the
employee performing it. This makes it easier to determine wages and salaries according to
the nature of the work and the qualifications and skills of the worker. Work analysis is very
important to build differentiated wage system according to work and _ worker.
7. Training programs: Training is very important for every employee, new and old. Through
training, employees can learn techniques to adapt to the situation. The characteristics of
work are known by action analysis. Thus it 1s easy to determine the training program
according to the characteristics of each job.
Importance of job designing:
Align businesses with employees: Successful job design can help align both business and
employee values. This can result in decreased turnover and also helps promote increased
productivity.
Secure a competitive advantage: The expectations and the landscape for work are ever-
evolving, and regular job design allows companies to stay up-to-date on these changes to
attract top talent. It can also give current employees the chance to succeed in their positions
and enhance their overall competencies.
Increase employee motivation: Roles and responsibilities constructed in a well-designed

manner can help increase motivation and reduce job duty confusion.
Importance of socialization:
Employment Situation: The basic purpose of every organization would be to make the new
employees industrious as soon as possible. Hence detailed information relating to work is
provided at the initial stage itself.
Rules and Policies: The workforce should have a good understanding of the constraints and
policies of the organization for smooth and continuous operations. Therefore, all the jobs in
the company have to be performed as per those rules and policies.
Compensation and benefits: Although this information is made clear during the recruitment
process, an analysis of this is required during socialization process. The employees will have
some interest in knowing the rewards offered by the company.
Corporate Culture: The organization culture affects the entire working pattern of any
company. This includes everything, from the way they dress to the way they behave with the
other employees. Hence, a glimpse of the culture should be given during Socialization.
Working as a team: During Socialization, the importance of working as a leader is

emphasized to add value to the organization. This ability of leadership is assessed during the
initial stages of selection and training.
Dealing with Change: Coping with change is a big challenge to the employees at all levels in
the organization. The employees must have the ability to manage or deal with change for
survival in their respective jobs. Socialization helps them in preparing for change by
continuously developing and training their skills.
Importance of mobility:
As organisations strive to be globally competitive, adapt to the rapid pace of change and
manage a geographically mobile workforce, there has never been a more important time for
mobility leaders to work strategically with HR to deliver value to the business.
“In today’s global economy, thriving companies are distinguished by their agility and how
quickly they can capitalise on growth opportunities,” says Ellie Sullivan, senior vice
president of advisory services at Weichert Workforce Mobility.
“A strong relationship between HR and mobility enables these organisations to leverage the
mobile workforce to fill talent gaps and provide developmental opportunities to internal
candidates, keeping them engaged and preventing costly turnover.”
4. Why training, mentoring, compensation and reward management of an

organization ensures effective human resource development? Explain with the help
of recent trends in the corporate world.
ANS: Training can be a source of acompetitive advantage for a company. The primary benefit
to the company is the result of an accumulation of smaller benefits. Training provides greater
skill and knowledge to employees, which translate to improved job performance. Improved
job performance, in turn, means greater efficiency, fewer errors, better productivity. The end
result is reduced costs and higher profits. The company is not the only beneficiary of
employee training, though; the employee can_ realize rewards, too.
The well-trained employee acquires an advantage for him- or herself. By participating in

training, employees can deepen or expand their existing skill set and increase their
understanding of the organization. In addition, a well-trained employee may be able to take
advantage of internal promotion opportunities and becomes more marketable if he or she
leaves the company.
Benefits of training:
Training can be a source of a competitive advantage for a company. The primary benefit to
the company is the result of an accumulation of smaller benefits. Training provides greater
skill and knowledge to employees, which translate to improved job performance. Improved
job performance, in turn, means greater efficiency, fewer errors, better productivity. The end
result is reduced costs and higher profits. The company is not the only beneficiary of
employee training, though; the employee can realize rewards, too.
The well-trained employee acquires an advantage for him- or herself. By participating in

training, employees can deepen or expand their existing skill set and increase their
understanding of the organization. In addition, a well-trained employee may he able to take
advantage of internal promotion opportunities and becomes more marketable if he or she
leaves the company. Other potential benefits are listed below:
Increased job satisfaction and morale among employees
Increased employee motivation
Increased efficiencies in processes, resulting in financial gain
Increased capacity to adopt new technologies and methods
Increased innovation in strategies and products
Reduced employee turnover
Enhanced company image, e.g., building a reputation as a “great place to work”
Risk management, e.g. training about sexual harassment, diversity training
Importance of mentoring:
1. Better employee retention
Mentoring can help employees to develop skills and become more engaged, productive and
satisfied in their jobs.
Employees who are mentored tend to be more engaged in their jobs and feel like they're
making a difference. They often have more confidence in the work they produce. They are
more likely to stay loyal to their company and are less likely to leave the company than those
who aren't mentored or have a poor experience of mentoring. This means that they'll
continue contributing to your output and growth as a company.
2. Building a culture of learning
Mentors can help employees learn new skills, faster and more effectively than would
otherwise be possible.
This is true, particularly in the case of individuals who are less experienced or who have not
had the opportunity to undertake training previously. Mentoring has been shown to be a
valuable tool in helping such individuals improve their performance levels at work.
3. Creating a more engaged workforce
Mentoring programmes help create amore engaged workforce because mentoring can foster
internal collaboration, knowledge and experience sharing, and ultimately help leaders co-
create work cultures that are both productive and fun. They create opportunities for
employees to learn from each other and share best practices across teams.
4. More diversity and inclusion in the workplace
Mentors provide a valuable opportunity for women, people with disabilities, and other
underrepresented groups to gain insights into how the organisation functions and what is
required for them to reach their full potential.
Importance of compensation and reward management in organisation:
1. Culture and shared values are naturally included while the manager is deciding what
criteria will be considered during the appraisal process. These values may include ethical
behaviour, innovation, collaborative behaviour, and transparent communication, openness
to change, learning orientation and commitment, amongst others.
2. The organizational strategy should be taken into account while developing a performance
appraisal system. Clear and widely communicated organizational strategies help the talent
pool to align their efforts in the direction of the desired outcomes thus creating synergistic
collaboration possible.
The appraisal process when linked to the business strategy and outcomes enables the
assessment of how successful the executive has been in moving forward with the articulated
business strategy for that year. Midyear reviews allow for the company to reassess the
performance behaviours of the talent pool and alter them if required.
3. Due to the increased emphasis over the years on contribution to the bottom line, increase
in profit, return on capital, growth in earnings and market share, executive compensation
has become increasingly tied to business performance and outcomes. Flexibility to pay more
to talent that achieves targets can be created by the use of incentive plans, as part of variable
Pay.
4. Goals that are measurable and possess criterion validity enable the creation of an effective
and progressive performance appraisal mechanism. Creating goals that reflect financial as
well as non-financial measures gives rise to comprehensive performance evaluation
measures. The mix of quantitative and qualitative measures should reflect the focus of
desired behaviours. Incentive plans linked to achieving specific targets should be supported
by clear quantitative measures whereas qualitative measures though subjective can provide
useful information about the context of performance.
5. Compensation and reward strategies should be linked to the business objectives, but
should also be compliant with the regulatory framework in which the business operates.
These strategies should be a good fit with the culture of the organization and its internal
environment in terms of justness, fairness and transparency.
5. What is career development? Explain the process of career development citing

examples
ANS: Career development is the process of self-knowledge, exploration, and decision-making

that shapes your career. It requires successfully navigating your occupational options to
choose and train for jobs that suit your personality, skills, and interests.
When someone pays careful attention to their career development, they identify their own
strengths and blind spots, then work hard to improve their skills. It also involved learning
about different roles and industries to find a match to their abilities, seeking out
opportunities to advance, and maybe even changing careers altogether if they find a more
suitable one.
Self-Assessment - Career Development Process
The first and foremost step towards making the career development process a success, is
assessing oneself up. In this step, one has to identify what matters in his life, like interests,
skills, personality, values and motivational means, since these assist in letting him know his
current status in life, which he can compare with what he has in his mind.
The method for such an assessment is not a fixed one. Instead, it is recommended to see you
from different angles. Since, it lets one see the errors and unprofessional points in the
personality of the person, which he might never see if he kept, persistently, stuck with just
one method. Moreover, the good thing is that this point applies to anyone. So, it does not
matter whether you are an employee looking for chances to enhance your current skill set,
either for the good of the company or for yourself, or even a student, who is just a newcomer
to the labor market.
Exploring the Options
Just as its name suggests, the second stage of the career development process requires one
to step out in search of options that he can go with. It is important to get the feel of the
significance of different fields that affect the labor market differently. In this way, one can
get a better idea of which career he should go with. Moreover, keeping an eye on the rise and
fall graphs of the employee demands in the market can also come handy on the way.
This step involves a lot of research by making use of publications (both print and online),
career exploration books, taking different courses, participating in different activities, even
gatherings, and seminars. For publications, you might want to take Online, Occupational
Outlook Handbook, and career exploration books.
Making a Decision - Career Development Process
Once all of the options are mined and sorted out, it is necessary to get detailed information
about the potential fields, the ones that you can expect yourself to get engaged in. On the
way, explore your own interests and concerns, since they play a major role in the success of
stepping up while retaining your positions. Furthermore, keep narrowing down the list of
options and careers while you progress.
For example, one can ask himself that have | considered the best of my abilities and skills in
detail and how can they help me in near future, or is there something still left for me to focus
on?” Once you are fully satisfied with all the information which you have gathered, then it’s
time for you to make your next move, the most awaited decision. This is where you are going
to need all of the explorations and assessments in the selection of your career.
Taking Action - Career Development Process
Just as the name suggests, this step involves the subject to start developing a career action
plan while keeping an eye on the progress of the career development process. This will help
you to clarify that you are really heading towards the right direction in your career. For this
purpose, you can ask yourselfa few questions like which plus points of my personality and
skills will reinforce my future career goals, or do I have necessary skills for prospering in the
field and how do I improve those. The main idea behind the concept is to match the self-
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assessment results with what the subject has been facing so far. Moreover, it also uncovers
the motivational means that highly affect the subject.
Evaluation of the Decisions
Evaluating the success level of your decisions is an important aspect of human life that keeps
you motivated and provides you strength for moving on. So, in the final step, you will have
to review how quickly you are making progress and if there’s something else that you can do
to improve the success rates. It is also a possibility that you might not be able to understand
why you are doing this, so highly likely, you will find yourself stuck with repetition of initial
steps.
Career development process is like a game-changer which if implemented correctly, can

change the future but in the case of even the slightest of carelessness, one might end up losing
his career altogether. Moreover, choosing a field to move on does not mean that you are safe
to leave the other aspects of everyday life routine like your employment, studies, daily jobs,
etc.

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IGNOU ALLSOLVED ASSIGNMENT PDF ON WHATSAPP - 8529719732

HAND WRITTEN HARDCOPY BY POST/ SCAN PDF / PROJECT MATERIALS

4 Why training, mentoring, compensation and reward management of an organization ensures

ANS: EMERGENCE OF HUMAN RESOURCE MANAGEMENT:

Models of HRM tend to be either bipolar, positioning it diametrically against Personnel

VARIOUS PERSPECTIVES OF HUMAN RESOURCE MANAGEMENT:

3. Labour Cost Factors:

4. Labour Relations Factors:

Job Analysis involves gathering information and analysis of information of crucial

Identification of Job which would be analyzed

Job design help in the following way:

Increase employee motivation: Roles and responsibilities constructed in a well-designed

Recruitment outsourcing services as an industry evolved from traditional methods of hiring

1. IMPROVES SCALABILITY AND FLEXIBILITY OF RECRUITMENT

2. MAKES HIRING PROCESSES FASTER AND MORE EFFICIENT

To be successful in the long-term, organizations must quickly adapt to the ever-changing

3. PROVIDES ACCESS TO AN EXCLUSIVE TALENT POOL

5. BOOSTS EMPLOYER BRANDING

6. ENSURE COMPLIANCE WITH LOCAL HIRING REGULATIONS/RISK LIMITATION

7. LESSENS THE BURDEN ON HUMAN RESOURCE DEPARTMENTS

ANS:importance of job analysis:

1. Providing information for management: Different types of information are required to

Importance of job designing:

Increase employee motivation: Roles and responsibilities constructed in a well-designed

Working as a team: During Socialization, the importance of working as a leader is

4. Why training, mentoring, compensation and reward management of an

The well-trained employee acquires an advantage for him- or herself. By participating in

The well-trained employee acquires an advantage for him- or herself. By participating in

Increased job satisfaction and morale among employees

Increased employee motivation

Increased efficiencies in processes, resulting in financial gain

Increased capacity to adopt new technologies and methods

Increased innovation in strategies and products

Reduced employee turnover

Risk management, e.g. training about sexual harassment, diversity training

1. Better employee retention

2. Building a culture of learning

3. Creating a more engaged workforce

4. More diversity and inclusion in the workplace

Importance of compensation and reward management in organisation:

5. What is career development? Explain the process of career development citing

ANS: Career development is the process of self-knowledge, exploration, and decision-making

Exploring the Options

Making a Decision - Career Development Process

Taking Action - Career Development Process

Evaluation of the Decisions

Career development process is like a game-changer which if implemented correctly, can

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