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ESSENTIALS OF HRM
ASSIGNMENT

Submitted By:
Name: Bhanu

SAP ID: 77122780153

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Answer - 1:
Introduction
The significance of efficient human resource management cannot be overemphasized in any
organization's success and development. To keep up with the constantly changing business
landscape, companies must establish a dynamic HR department that can manage employee relations
and cultivate a conducive work environment. Mirage Investments Ltd, a wealth management firm
with multiple locations in India, is aware of the value of a robust HR department and has resolved to
create one to manage their employee relations better. As the appointed HR Business Partner for
Mirage Investments Ltd, it is my duty to define the HR department's objectives and devise a strategy
that aligns with the company's values and objectives. In this regard, I will delve into the HR
department's objectives for Mirage Investments Ltd and highlight examples of how they can be
actualized to contribute to the company's overall progress and expansion.

Concepts and Application related to the question

My primary role as the HR Business Partner for Mirage Investments Ltd would be to establish an
efficient and effective HR department that aligns with the company's overall strategy and goals. The
HR department would have several objectives, including attracting and retaining top talent,
developing and implementing HR policies and procedures, promoting employee engagement and
well-being, ensuring legal compliance, and facilitating effective communication and conflict
resolution.

1. To attract and retain top talent, the HR department would develop and implement
strategies such as employee referral programs, enhanced benefits packages, and training
and development programs. The HR department would also establish clear and effective HR
policies and procedures that align with the company's values and goals, such as policies
related to employee conduct, attendance, leave management, and performance evaluation.

2. Additionally, the HR department would focus on promoting employee engagement,

motivation, and well-being. This would involve introducing employee engagement surveys,
organising team-building activities, and providing wellness programs such as health check-
ups, yoga, and meditation sessions.

3. The HR department would also be responsible for ensuring that the company complies with
all applicable laws and regulations related to employment, such as labour laws, equal
employment opportunity laws, and data protection laws. Regular audits would be conducted
to ensure compliance, and employees would be provided with training on their legal rights
and responsibilities.

4. Finally, the HR department would facilitate effective communication and conflict resolution
between employees, teams, and management. This would involve introducing
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communication channels such as town halls, open-door policies, and feedback sessions to
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encourage dialogue and promote a culture of transparency and openness.

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Conclusion
In conclusion, a dynamic and effective HR department is crucial for the success and growth of any
organization. As the HR Business Partner for Mirage Investments Ltd, I would strive to establish a
department that aligns with the company's overall strategy and goals. The HR department's
objectives of attracting and retaining top talent, developing and implementing HR policies and
procedures, promoting employee engagement and well-being, ensuring legal compliance, and
facilitating effective communication and conflict resolution are essential for managing employee
relations effectively. By achieving these objectives, Mirage Investments Ltd can create a positive
work environment that fosters employee growth and contributes to the company's overall success
and growth.

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Answer - 2:
Introduction
The human resource department is a crucial function in any organization, responsible for managing
and supporting the company's most valuable asset: its employees. With the changing dynamics of
the business world, it is becoming increasingly important for companies to have a well-structured
and effective HR department. The Luxe Group, a premium hotel chain, is one such organization that
recognizes the need for restructuring its HR department to enhance its effectiveness and align it
with the company's goals and values. As the HR advisor, it is my responsibility to guide and advise
the top management on the various activities that can be undertaken under each new subdivision in
the department to create a more efficient and effective HR function.

Concepts and application related to the question

As an HR advisor for The Luxe Group, a premium hotel chain, it is essential to understand the
objectives of the company's restructuring of its human resource department. The company is
committed to creating a more efficient and effective HR department that can manage employee
relations and support the company's goals and values. To achieve this, the company plans to create
several new subdivisions in the HR department, each with specific activities and responsibilities.

1. Recruitment and Onboarding:

The recruitment and onboarding subdivision is responsible for identifying and hiring talented
individuals who can contribute to the company's growth and success. The subdivision will
also oversee the onboarding process of new employees to ensure they have a smooth
transition into the company. The activities under this subdivision will include job posting,
resume screening, interviewing, selection, and orientation.

Corporate Example: Marriott International, a leading hotel chain, has an efficient

recruitment and onboarding process. The company uses social media and job portals to
attract a diverse pool of candidates and follows a structured selection process that includes
multiple interviews, reference checks, and background verification. The company also has a
comprehensive orientation program that includes training on company policies, procedures,
and job-specific responsibilities.

2. Employee Relations and Engagement:

The employee relations and engagement subdivision is responsible for promoting a positive
work environment and addressing any employee concerns or grievances. The subdivision
will also oversee employee engagement activities such as team building, recognition, and
rewards programs. The activities under this subdivision will include conflict resolution,
performance management, employee feedback, and employee satisfaction surveys.

Corporate Example: Hilton Worldwide, another leading hotel chain, has a strong employee
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relations and engagement program. The company has a culture of inclusion and diversity
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and offers its employees various benefits such as flexible work arrangements, wellness
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programs, and professional development opportunities. The company also has a robust
performance management system that provides employees with regular feedback and
coaching to help them improve their performance.

3. Compensation and Benefits:

The compensation and benefits subdivision is responsible for designing and implementing a
comprehensive compensation and benefits program that is competitive and fair. The
subdivision will also oversee the administration of payroll, benefits, and other employee-
related programs. The activities under this subdivision will include salary benchmarking,
bonus programs, incentive plans, and benefits administration.

Corporate Example: Hyatt Hotels Corporation, a global hospitality company, has a

comprehensive compensation and benefits program. The company offers its employees a
range of benefits such as healthcare, retirement plans, and paid time off. The company also
has a performance-based bonus program and offers stock options to its top performers.

4. Learning and Development:

The learning and development subdivision is responsible for designing and implementing
employee training and development programs that support the company's goals and values.
The subdivision will also oversee the evaluation of training programs and the development
of career paths for employees. The activities under this subdivision will include training
needs analysis, development of training modules, delivery of training, and performance
evaluation.

Corporate Example: InterContinental Hotels Group, a leading hotel chain, has a robust
learning and development program. The company offers its employees various training
programs such as leadership development, language training, and technical skills training.
The company also has a career development program that provides employees with
opportunities to advance their careers within the company.

Conclusion
In conclusion, The Luxe Group's restructuring of its human resource department is a significant step
towards achieving its goals and values. The creation of several new subdivisions in the HR
department, such as recruitment and onboarding, employee relations and engagement,
compensation and benefits, and learning and development, will enable the company to manage
employee relations effectively, promote a positive work environment, and support the growth and
success of the company. By taking inspiration from successful corporate examples like Marriott
International, Hilton Worldwide, Hyatt Hotels Corporation, and InterContinental Hotels Group, The
Luxe Group can develop an efficient and effective HR department that attracts, retains, and develops
top talent while ensuring fairness, compliance, and legal requirements.
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Answer - 3(A):

Qualitative methods of HR demand forecasting are subjective techniques that rely on expert
opinions, judgment, and personal experience. These methods are often used when there is a lack of
historical data or when the company is facing significant changes in its business environment. Some
qualitative methods of HR demand forecasting available with Shanghai Food Corporation include:

Expert opinion: This involves seeking the opinions of experts within the organization, such as
senior managers, department heads, and other stakeholders, regarding the demand for human
resources. This method relies on the knowledge and expertise of these individuals to forecast future
demand.

Delphi technique: This method involves a group of experts who provide anonymous opinions on
the demand for human resources. The responses are collected, summarized, and shared with the
group for further discussion and refinement. This process is repeated until a consensus is reached.

Focus Groups: This method involves gathering a group of individuals to discuss and provide insights
into future demand. The participants can include employees, customers, industry experts, and other
stakeholders. The company can use this method to gain insights into future market trends and
customer demand.

Historical Analysis: This method involves analyzing historical data related to HR demand, including
past hiring patterns, attrition rates, and other relevant HR metrics. This can help the company to
identify patterns and trends that may impact future demand.

Scenario Planning: This method involves creating different scenarios and analyzing the potential
impact on HR demand. The scenarios can include changes in market demand, technological
advancements, and other factors that may impact the company's HR demand. This method can help
the company to prepare for different possible futures.

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Answer - 3(B):

Trend analysis is a quantitative technique used in HR demand forecasting. This method involves
analyzing past data on employee headcounts, turnover rates, and other relevant factors to identify
trends and patterns. The trend analysis method assumes that the historical patterns and trends will
continue into the future, and it uses this assumption to predict future HR demand.

To perform trend analysis, HR professionals collect and analyze data over a period of time, typically
three to five years, to identify patterns and trends. They may use statistical software to help them
analyze the data and identify any trends or patterns. Once the data has been analyzed, HR
professionals can use the results to forecast future HR demand.

For example, if a company has experienced steady growth in employee headcount over the past
three years, trend analysis would suggest that this growth is likely to continue in the future. Based
on this trend, the company can forecast its HR demand for the next few years and plan its
recruitment and staffing needs accordingly.

However, it is important to note that trend analysis is only as accurate as the data used to perform
it. Factors such as economic conditions, changes in industry trends, and technological advancements
can all impact HR demand and may not be reflected in past data. Therefore, trend analysis should be
used in conjunction with other forecasting methods and should be regularly reviewed and updated
to ensure its accuracy.

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