IAS Academy

Institute of Management & Research

lucknow

“Internal Exam Assignment: Nov. 2023”

Class & Course & Spl: MBA 2nd Sem (FT)
Sec.: C
Computer Code:65111
Roll No:52
Date: 17-3-24

Submitted By: Submitted To:

Shalu Shinde Dr. Barkha Sharma
1. HRM, or human resource management, is the process
of finding, selecting, assigning, and overseeing workers
within a company. Human resources (HR) is another
common term used to refer to HRM. The HR
department of a business or organization is often in
charge of developing, implementing, and monitoring
policies that control workers and the employer-
employee relationship. The phrase "human resources"
was initially used to refer to all of the employees of the
company in the early 1900s, and it became more
popular in the 1960s.

HRM is employee management that places a focus on

workers as company assets. Employees are sometimes
referred to as human capital in this context. Since a
company is only as good as its employees, human
resource management (HRM) is essential to preserving
or enhancing the company's viability. HR managers also
keep an eye on the employment market to keep the
company competitive. This can entail making certain
that benefits and pay are competitive, organizing
activities to prevent staff burnout, and changing job
roles in accordance with market demands.
a. The field of Human Resource Management (HRM)
has undergone a dynamic evolution over time,
mirroring shifts in societal norms, organizational
structures, and management philosophies. It is
possible to follow the development of HRM
through several stages:

a. Early 20th-century Personnel Administration-

The administrative duties that were the main focus
of the function that is now known as HRM at first
were referred to as "personnel administration."
Maintaining documentation, adhering to labour
regulations, and managing standard employee
transactions were prioritized.

b. The Human Relations Movement- The Human

Relations Movement had a change in perspective
regarding the significance of worker motivation
and satisfaction. This period, which was led by
researchers like Elton Mayo, focused on the social
and psychological requirements of workers and
highlighted the importance of group dynamics and
communication in the workplace.

c. Human Resources Management - The term

"people management" first appeared in the post-
World War II era. The three main areas were labour
relations, employee welfare, and labour law
compliance. In order to maintain fair treatment,
manage employee relations, and handle workforce
issues, personnel managers were in charge.
d. source Management - In the 20th century, the
phrase "human resource management" became
more popular. This change reflected a more
comprehensive approach to personnel management
in businesses. It underlined how crucial human
capital is to an organization's success as an asset.

e. Strategic Human Resource Management - HRM

developed into Strategic Human Resource
Management in the late 20th and early 21st
centuries.

f. Globalization and Technology - Due to

globalization and technology breakthroughs, HRM
has undergone tremendous change in the twenty-
first century. Talent development, performance
management, and recruitment are now possible
with greater efficiency because of artificial
intelligence.

g. Experience and well-being of employees as of

right now- The experience and well-being of
employees are becoming increasingly important in
today's business environment. Initiatives to foster a
positive work environment, advance diversity and
inclusion, and attend to employees' holistic needs
are now included in HRM.
 Remote Employment and Adaptability (Up to
Now):

Current worldwide occurrences, like the COVID-

19 pandemic, have expedited tendencies toward
flexible work schedules and remote work. HRM is
adjusting to new difficulties, like overseeing
remote workers and managing virtual teams.

2. Policy on Human Resources is defined as an official

set of guidelines and rules created by an organization to
control the duties and expectations of its employees is
known as a human resources (HR) policy. HR policies
provide a framework for ensuring legal compliance,
consistency, and fairness in the workplace. These
policies address a number of topics, such as hiring, pay,
benefits, managing performance, and adhering to legal
and regulatory requirements.

Method for Developing HR Policies are as follows:

a. Needs Evaluation - Start by carrying out a
comprehensive needs analysis. To determine
which areas require explicit guidelines, taking
 into account organizational culture, legal
requirements, and strategic goals.

b. Involvement of Stakeholders - Include important

parties in the policy-making process.
Representatives from employee groups, senior
management, legal specialists, and HR specialists
may be among them.
c. Research and Benchmarking: - To comprehend
legal requirements and industry best practices,
conduct benchmarking and research. This step
assists organizations in maintaining compliance,
gaining knowledge from industry best practices,
and customizing policies to meet their unique
requirements.

d. Policy Drafting: - Create succinct and

understandable policy statements. Policies should
be drafted using clear language to prevent
ambiguity and, when needed, industry-specific
terminology. To help employees, include
procedures, definitions, and expected behaviors.

e. Legal Compliance: - Verify that local, state, and

federal laws are complied with by HR policies. In
order to reduce potential risks and liabilities, legal
review is essential. Seek advice from legal
professionals to guarantee correctness and
compliance with current laws.

f. Approval Process - Send draft policies to be

reviewed and approved. Involve pertinent parties,
such as legal counsel and the executive leadership.

g. Training and Communication - Inform all staff

members in a clear and concise manner of any new
or updated policies. Organize webinars, workshops,
or training sessions to make sure staff members are
aware of the policies, their ramifications, and the
appropriate conduct. Give people the chance to ask
questions and get clarifications.

h. Implementation - On a designated date, formally

introduce the policies. Ascertain that the policies
are accessible to all staff members via company
handbooks, intranets, or other channels of
communication.

i. Monitoring and Evaluation- To set up a system to

keep an eye on how well policies are being
followed. Review the policies frequently to make
sure they are still applicable, taking into account
modifications to the law, industry standards, or
organizational requirements. Get employee input
and make the necessary corrections.
 j. Enforcement and Consequences - Clearly spell
out what happens when a policy is broken.

3. Job analysis is defined as the systematic process of

gathering, recording, and analysing data about a job is
called job analysis. It entails compiling information on
a range of job-related topics, including tasks,
responsibilities, abilities, credentials, working
environment, and performance expectations. Providing
a thorough understanding of a job's requirements and
characteristics is the main goal of job analysis. HR tasks
is hiring, choosing, evaluating performance, training,
and creating job designs, selection of the data is
essential. It means to decide who has to take any job or
who is suitable for any job position.
Results of the Work Analysis:
 Descriptions of the Jobs - The creation of job
descriptions is one of the main results of job
analysis. A written document that lists the
obligations, qualifications, and other pertinent
information for a specific job is called a job
description. It provides the framework for a number
of activities such as recruitment analysis and so on.
 Job Specifications - Job specifications outline the
credentials, abilities, background, and character
traits necessary for effective job performance.
 These specifications aid in establishing standards
for employee placement and selection. They are
derived from the data acquired during job analysis.
 Recruitment and Selection - Findings from job
analyses help create efficient procedures for hiring
and choosing candidates. Organizations can attract
and choose candidates who are the best fit for a
position by having a clear understanding of the
abilities and credentials required for the role.
 Training and Development - Job analysis assists in
determining the competencies and skills needed for
a given position. Designing training and
development programs to improve employee
performance and make sure they have the skills
needed for their roles requires careful consideration
of this information.
 Performance Appraisal - The development of
performance appraisal criteria is aided by the
utilization of performance standards derived from
job analysis and clear job expectations. Based on
the specified job requirements, supervisors can use
this information to assess employees' performance.
 Job Evaluation and Compensation- Finding the
relative value of various jobs within an organization
is a key component of job evaluation, which
depends on the results of job analyses.
Compensation decisions are influenced by this data,
which guarantees that jobs are valued by the
 organization and are appropriately classified and
compensated accordingly.
 Workforce Planning - Strategic workforce planning
is aided by knowledge of the requirements of
different jobs obtained through job analysis. By
identifying their present and future staffing
requirements, organizations can make sure they
have the right people on board to meet their
objectives.
 Job Redesign and Organizational Change - An
understanding of the nature of work and the
competencies needed for particular roles can be
gained through job analysis. When organizations go
through changes like reorganizations or the
introduction of new technologies, this information
is helpful because it makes it easier to design jobs
that support organizational goals.
 Legal Compliance - Accurate job analysis assists
organizations in meeting legal obligations and
duties which pertains to equal opportunity, fair
employment practices, and anti-discrimination
legislation. environments.
 Employee Engagement and Satisfaction - Gaining
an understanding of the nuances of a job through
job analysis helps to increase employee satisfaction
and engagement. The well-being and job
satisfaction of employees are positively impacted
 when they are provided with clear expectations and
sufficient tools to carry out their roles.
To sum up, job analysis is an essential HR
procedure that produces a number of results
that are essential for efficient HR
management. These results aid in
organizational procedures ranging from hiring
and choosing employees to providing training,
setting salaries, and organizing the workforce
as a whole. Job analysis improves the efficacy
and efficiency of HR procedures by offering a
thorough grasp of jobs inside an organization.

4. Departments of human resources are frequently

regarded as crucial components of many businesses.
They are found in a wide range of industries and
perform a wide range of tasks in their daily jobs. Some
businesses employ an internal HR department, others
might work with an outside company.
Functions of HR are as follows:
 Hiring and recruitment
Recruiting and keeping the best employees in the
business is a top concern for many companies. In this
sense, HR managers are crucial, managing the hiring
and recruitment process and contributing to the
company's future development. First, in order to learn
 about an open position, its requirements, and the
characteristics of the ideal candidate, HR may consult
with a department manager or supervisor. Next, a
recruiting plan may be presented by the HR division.
For example posting of jobs both internally and
externally, reviewing resumes and other application
materials received, and setting up preliminary
interviews.
 Education and growth
Hiring competent workers is not only part of what an
HR department does. HR managers often starts
employee development programs in order to keep
talent and stay competitive. This means providing
workers with more opportunities for professional
development, on-the-job training, or education so
they can advance in their current positions or get
ready for promotions within the company.
 Relations between employers and employees
Employer-employee relationships are another area of
the workplace that HR departments oversee. Through
this role, HR departments hope to create a positive
dynamic between employers and employees by
assisting them in seeing each other as fellow
contributors to the company. Corporate policies that
guarantee equity and justice at work may also be
developed and decided by HR managers.
 uphold the corporate culture
A company's culture may include things like good
hiring procedures, continuous improvement, and
positive employee relations. Nevertheless, building a
solid corporate culture is a long-term endeavour that
cannot be quickly completed and then forgotten. The
HR departments of companies work hard to keep
their corporate cultures strong over time.
 Oversee employee perks
HR divisions are in charge of both required and
optional business benefits. Certain benefits, such as
Social Security, unemployment insurance, and
worker's compensation, must be offered by employers
however other benefits such as paid time off,
disability income, and gym reimbursements, are
offered voluntarily and act as an extra inducement for
both current and prospective employees to work for
the company. Employee benefit plans do, of course,
differ from company to company. While some might
provide full health insurance plans, others might offer
employer matching programs, which match an
employee's contribution to their retirement account.
 Establish a secure workplace
HR is in charge of overseeing benefits and making
sure that workers are safe both physically and
psychologically at work. HR is responsible for
making sure the workplace is safe in the literal sense,
usually through hazard prevention and control,
 worksite analysis. HR may also create safety
programs by offering risk management instruction
and disseminating guidelines and instructions for any
emergency situation that might arise.
 Establish a secure workplace.
HR is in charge of overseeing benefits administration
as well as the physical and mental well-being of
workers. HR is responsible for making sure that there
is no physical danger at work usually via worksite
analysis, hazard prevention. Along with offering
information and procedures for any potential
emergency scenarios, HR may also set up safety
programs through risk management and training.
Making sure the company complies with local,
national, and federal employment laws and
regulations is another aspect of workplace safety. HR
departments are accountable for upholding work
environments that foster dignity and respect for each
and every employee.
 Take care of disciplinary measures
Terminations and disciplinary procedures are
sensitive and occasionally complex issues. HR
managers need to be able to deal with them in a
consistent and fair manner. This could entail
following an existing system or having an open and
transparent disciplinary procedure that starts with a
written warning and gets harsher with suspensions or
demotions. HR managers need to have a mechanism
in place to hold staff members accountable,
regardless of the details.