MID TERM ASSESSMENT SPRING 2021

Student’s Name:_________Mirza Zaid Ahmed Baig _____________ Registration Number

______1811126 __________________

Program: BBA Class/Section: BBA6A/BS A&F 6 /MBA

90open
Course Name: Human Resource Management Course Code BA4804/AF1204/BA5205

Instructor’s Name: Afzal Khan Instructor’s email afzal.khan@hyd.szabist.edu.pk

Total Marks: 15 Marks Obtained:

Comment: (This Section is for Faculty Use)

Mention Date & 07/04/2021 Mention 07/04/2021

Time of Sharing: 12:30PM Submission Date:

Mention 12:30PM to 2:00 PM

Submission Time:

File Type Allowed for submission: (MS Word, MS Excel, pdf, Images, Hand written)

IMPORTANT instructions:
 Read all the questions carefully and then solve in this file, if needed.
 Marks of each question are mentioned at the end of each question. Faculty Signature

 Solved Assignment must be emailed to the respective faculty by the due date and time, Late Receiving
will be marked Absent and Zero in Recap Sheet.
 The answer file must be attached in the email.
 Regardless of file type (image or document), email must include attachment for faculty to check.
 Non-submissions of the assignments will be considered as absent for the Final Term and will be marked “0”
on ZABDESK Recap Sheet.
 While checking of the Assignment, SZABIST Plagiarism policy is to be followed.
 Group assignments are not allowed.
_____________________________________________________________________________
Q:1 Why is human resource management particularly challenging for international firms? 250 words (4)

Q:2 What are the types of information collected during Job analysis process? Can organization work without detailed
job description? Why or why not? Discuss in your own words 400 words (7)

Q:3 Why recruitment is called as positive approach? Discuss the different sources of recruitment. 250 words (4)
QUESTION NO 1

There are some reasons which make Human Resources Management challenging for
international firms. Most challenging one among them is culture of country where the company
is located. Languages, religions, customs, and other factors all contribute to culture. It is
important for HRM to respect and understand the cultural diversity in each country which firm
operates because they have to work with these people who belong from different countries,
cultures and backgrounds. This means that HRM must remain informed on global issues, policies,
and programmes in terms of changes with the business's working style to new ideas, new ways of
communicating, and unfamiliar cultural norms. The second reason has been the country's
enforced political and legal system. A country's political system is made up entirely of its laws,
regulations, and the role of the state in HRM. As companies plan to develop and extend their
business to international levels they will need to hire international employees from different
cultures, countries and backgrounds, therefore they have to adjust with labour laws and tax
liabilities according to country where firm wants to move. For example, if a company plan to
expand their business in Malaysia, the government will require the company to pay value added
tax. Also, hiring non-naturalized Malaysian citizens may necessitate HRM applying for work visas
and reporting economic data to the federal government. It can be critical for the firm's
operations to alleviate some of the complexity and reduce the chances of getting into legal
trouble. Therefore it is essential for HRM to understand their strategy in this area, as it focuses on
employee work-life balance as well as the company's return on investment.

QUESTION NO 3

Searching for potential workers and encouraging them to apply for jobs in the future is a
constructive process in recruitment management. As a result, the organisation is encouraging all
applicants to apply for the position, which is a positive step. Recruitment and selection are critical
processes of human resource management,. Employers adopt recruiting methods and
procedures that are the most successful in achieving an organisational goals and objectives.

INTERNAL SOURCES

 TRANSFER
Employees of the company are reassigned to similar positions in other departments. It may or
may not mean a shift in pay, duties, or job status. Employees' frustration and monotony are
minimised as a result of transitions.

 PROMOTION

Promotions involves the organization's vacancies being filled by promoting qualified workers to
appropriate positions, and it can inspire employees by providing them with a higher role,
increased pay, status, and obligation.

 DEMOTION
Based on the skill of the organization's workers, managers can be forced to make decisions that
result in the reduction of a few employees' jobs.

 ADVNATAGES OF INTERNAL SOURCES

Internal sources of recruiting save a lot of time and resources.

It assists in the reduction of employee turnover.
It opens up the prospect of achieving a competitive edge by employing qualified workers for
higher positions.
It leads to work stability and job satisfaction.

 EXTERNAL SOURCES

 ADVERTISMENT

It is a common method of hiring professional workers, clerical workers, and higher-level

employees. Newspapers and technical publications may be used to advertise.

 JOB PORTAL

With the advent of technology and the widespread use of the internet, career portals are
becoming increasingly critical in identifying eligible applicants for open positions.

QUESTION NO 2

The process of defining and deciding the tasks, responsibilities, and requirements of a given job is
known as job analysis in human resource management (Human resources management). In HRM,
a work analysis determines the level of experience, qualifications, abilities, and expertise required
to complete a job successfully. the types of information collected during Job analysis process are
as follows

WORK ACTIVITIES

Cleaning, selling, teaching, and painting are some of the popular job activities for which data is
gathered. A list like this may also provide information about how, why, and when the worker
completes what task.

HUMAN REQUIREMENTS

The basic skills or characteristics required by the people who conduct the project's work are
referred to as human resource specifications.

MACHINES TOOLS ,EQUIPMENTS AND WORK AIDS

Machines to be sued he/she must have skills to operate that tool.for example lab techniues.
Computers are used in many different ways (hardware and software)
Equipment for security (goggles and gloves)
Tools for the workplace (phones, fax and books)

JOB CONTEXT

Job context is working on condition hours ,who will be reporting to whom ,physical and mental
demands. Working conditions are physical.

o Operating hours
o A well-organized environment
o The social setting
o Financial incentives (financial and non-financial)

HUMAN BEHAVIORS
Lifting weights or walking long distances, talking, agreeing, and publishing

PERFORMANCE STANDARD
Is benchmark or milestone to achieved eg student grading plan .Awareness of the efficiency and
quality requirements is required for the job to be completed successfully. Expectations at work,
production records, and other data are collected.

Can organization work without detailed job description?

NO we cannot work without job description,if we have JD it will help our employess which let us
know about the responsibility and rules and regulation of the company ,if we understand the
meaning of JD we wont be interfering in other individual work we will stick to ourselves only. If a
job description isn't given, employees don't have a good idea of where they should spend their
time or which tasks are the most important.Second, work requirements are an important tool in
the recruiting process since they describe job roles in depth for candidatesJob descriptions may
make the difference between victory and defeat (paying hefty fines and/or penalties) legal battles
involving jobs. Job details will save you thousands, if not millions, of dollars in legal fees and
settlements.