Hr Exam

In: Business and Management

Submitted By saadmoa
Words 1304
Pages 6
Final Exam Take Home
Human Resource Management
Short Essay Questions
(Answer FOURTY of the following questions)
DEADLINE for submission is Friday, March 22nd 2013 Midnight

1) Please compare and contrast between the concepts of “core employees” and “contingent employees”. Please provide one example for each concept that highlights your understanding. * Core employees are workers who hold full time jobs in organizations. These employees usually provide some essential job tasks that require commitment in the organizations (as in governmental organizations) * Contingent workers include individuals who are typically hired for shorter periods of time. They perform specific tasks that often require special job skills and are employed when an organization is experiencing significant deviations in its workflow (as in non-profitable organizations).

2) Please explain the role of the HR department during downsizing activities. Please provide an example that highlights your understanding. * HRM must ensure that proper communications occur during downsizing. * HRM must minimize the negative effects of rumors and ensure that individuals are kept informed with factual data. * HRM must prepare individuals for the change. This requires clear and extensive communications of why the change will occur, what is to be expected, and the effects it will have on employees. * Example: During our removing to our new place, where we will replace office boys by machines, HRM ensured that proper communication occurred during this downsizing, - but it was not clear enough. Because some office boys asked if they will stay with us in new place, and HRM confirmed their existence. Office boys understood that all of them will stay, but frankly three of them are fired last week.

3) Please…...

Similar Documents

Robi Hr Planning

...Report Body Objectives: Broad Objective: The main objective of the report is to know about the whole organization including its whole HR activities, its each and every part of HR planning, Job Analysis, Recruitment and Selection process and forecasting. Specific Objective: • To find how this company maintains its HR activities. • To know about the methods how this company collects the information for job analysis and what are the methods it follows for conducting job analysis. • To know what are the major elements of recruitment and selections process and how these processes are conducted. • To know how this company forecasts its employee needs. Scope: This report is about the whole HR activities of Robi Axiata Ltd. The mixture of practical and theoretical portions about the HR strategy, Job analysis, Recruitment and Selection process and demand supply forecasting are discussed here. This report gives a broad idea about the methods and techniques used in HR planning. Moreover how this company improves and cope up with the change of the external environment are also presented. Methodology: Primary Sources: The primary source of collecting data for making this report was taking a face to face interview of an HR official. We took a list of questions and got answers by asking him directly. Secondary Sources: The secondary sources of information collection were different websites, magazines, journals, books and other relevant......

Words: 6663 - Pages: 27

Hr Paper

...acts as the HR manager and travels to each location each week to take care of scheduling, recruiting, hiring, and answering questions for the employees as needed. He also takes care of payroll using an Excel spreadsheet and has a computer application to print payroll checks. Mr. Morgan approaches you, an HR consultant, for a proposal. Due to the increase in gasoline costs, he would like to greatly reduce his travel time for visiting each location each week and wonders if there is anything you can suggest to him to help him complete his HR tasks in a cost-effective manner. He hopes there is some way he can do part of his HR tasks from his office instead of traveling to each location. Stage I (due Week 2) Using the case scenario above, provide an assessment of the current business. Describe the company in terms of size, type of business, and so on. Explain why you think an HRIS is needed. As the owner of your own HR consulting firm, write a 2–4-page paper that includes the following paper headings, which are denoted in all caps. • INTRODUCTION: provides sufficient background on the topic and previews major points. • BUSINESS ASSESSMENT: the name, type, and size of business you’re assisting. Make assumptions in your business description using theory as needed and include the information in your paper for this case scenario. These assumptions would include background about a restaurant work environment and industry. • IDENTIFIED PROBLEMS: Review all HR problems......

Words: 1145 - Pages: 5

Strategic Hr Approach

...HRM 5355 Strategic HRM Midterm A strategic HR approach provides three critical benefits, including facilitation of: Development of a high quality work force through its focus on the types of people and skills needed Having a high quality workforce has a major influence in the operations of an organization. A workforce that is knowledgeable, adaptable, and receptive to new changes ensures the efficiency of the work system. According to Mello (2011), “An organization is only as strong or as weak as its employees, and the skills, backgrounds, and motivation these employees bring to their jobs will therefore be a key factor in the organization’s overall performance” (p.108). Planning could be in the form of performing a need analysis regarding human capital as it can help assess what is needed in terms of skills and capabilities in order for an organization to gain a competitive advantage. Planning can also include evaluating the external and internal market to evaluate what compensation and benefits are needed in order to attract the right employees. Evaluating what competitors offer and building a strategy to attract the right personnel can also result in attaining a high quality work force. Furthermore, it is essential for an organization that once they have the required skills from the current human capital pool that these be updated along with the goals and strategies of the organization. Having outdated skills would make a company lag in the outside market......

Words: 1712 - Pages: 7

It in Hr

...and Time out. The time which u check in and goes out with check out the full survey and the records it s being stored out which let the judgment to get in progress about the work to get competed out with in various department u worked . 3. Module working As the department the employee working and kept to shift from various department to department as this gives out employee on continuously basis mapping and can be figure out in emergency. Map:- USER ID ----------------------------MATCH---------------------------------------HR SOFTWARE:- As such in the software we have a eye on various activities such as we have SOFTWARE USER ID (CHECK IN TO CHECK OUT HR :- With the new employee to join the organisation have a various factors to go and have to kep up the records which the process have to be complete out HR HR RECIRTMENT:- The task to have a new employee get into the organisation have a many process to figure out and then to have a process out mass selection a few get absorbed. 1. Many phone calls are made so that the eligible employee are get into the selection process. 2. Data search as bunch of many data have to search out many resumes as like online resumes, emails, phone calls etc. 3. Performance as one of the most important to finalised out and then get the absorbed out. CALCULATIONS:- 1. The employee as being hired up As then due to......

Words: 587 - Pages: 3

Hr Policies and Hr Prospectives

...Retention of HR and other related records The legal position There is a substantial and complex amount of EU and UK legislation which has an impact upon the retention of HR and other related records. Examples of legislation dealing with particular categories of records are provided in the boxes below. Other important statutes, statutory instruments, EU Directives, and further provisions and proposals include the following: Acts      Limitation Act 1980 Data Protection Act 1998 Freedom of Information Act 2000 The Regulation of Investigatory Powers Act 2000 Anti-Terrorism, Crime and Security Act 2001 Statutory instruments    Privacy and Electronic Communications (EC Directive) Regulations 2003 (SI 2003/2426) The Regulation of Investigatory Powers (Acquisition and Disclosure of Communications Data: Code of Practice) Order 2007 (SI 2007/2197) The Data Retention (EC Directive) Regulations 2009 (SI 2009/859) Directives   Data Protection Directive 95/46/EC Privacy and electronic communications Directive 2002/58/EC Further special provisions may arise affecting the retention of or access to data, for example:    In the context of the criminal law, the Anti Terrorism, Crime and Security Act 2001 Part 11 provides a lengthy code of practice for voluntary retention of communications data. To provide security services with a reliable log of mobile and fixed phone calls, telecommunication companies must keep telephone call logs for one year.......

Words: 1158 - Pages: 5

Hr Metrics and the Measurement of Hr

...HR Metrics and The Measurement of HR Tony Guse Human Resources Management AL359 Instructor: Mary Felder 5/10/2014 The goal of an effective HR department is to add value, make an organization more viable, and contribute towards the objectives and goals of a business. Human Resources Metrics convey the value added by the HR function; demonstrate the contributions made by human capital; and measure job-related duties. To be considered a strategic partner, HR must understand business. Intrinsic to that understanding are HR metrics. Simply put, metrics are a way to calculate, measure and track key performance indicators. In the same way that a company has a strategy, so must HR. Most HR activities can be measured and benchmarked (Mathis, 58). There are practically an infinite amount of metrics that HR can use spanning recruitment, retention, payroll, compensation, benefits, productivity, and training, among others. Each metric can provide insight in to how HR is performing. Some metrics are more important than others. This is all dependent upon the company’s goals, strategy, and how much useful data is available. There are, however, key questions to consider when establishing metrics: * What metrics are most valuable to the organization? * What data needs to be collected to calculate the metrics? * How will the data from the metrics be analyzed and benchmarked? * How will the data be used to improve processes and develop new action......

Words: 1106 - Pages: 5

Hr Certifications

... personnel management, or business. Entry level HR employees are generally expected to hold at least a high school diploma and business training. For professionals making human resource a career, ongoing training at business schools or post graduate degree and certification programs | Step 1. Create an online account HRCI (HR Certification Institute). Step 2. Complete application and payment. Step 3. Affirmation Step 4. Application fee for payment Step 5. Schedule exam Step 6. Take exam | HR Certification Institute - HRCI | Senior Professional in Human Resources (SPHR) | | 1)A minimum of 4 years of experience in an exempt-level (professional) HR position with a Master’s degree or higher, OR 2) a minimum of 5 years of experience in an exempt-level (professional) HR with a Bachelor’s degree, OR 3) a minimum of 7 years of experience in an exempt-level (professional) HR position with a high school diploma | Step 1. Create an online account HRCI (HR Certification Institute). Step 2. Complete application and payment. Step 3. Affirmation Step 4. Application fee for payment Step 5. Schedule exam Step 6. Take exam | WorldatWork Society of Certified Professionals | Certified Compensation Professionals | | Those who wish to enroll in the CCP training program offered by the WorldatWork Society of Certified Professionals don’t have to meet any formal educational requirements | Candidate must pass nine exams that cover areas such as total rewards management...

Words: 647 - Pages: 3

Hr Project

...secondary source of data(Indian embasssy ,trade magazines etc) Assumptions based on research Assumptions based on research Statistical data Available(2014) Number of students on each course HR 26% Business 51% GAS 10% IBM 13% Reasons to choose Indian Market  India has the largest market with a population of more than 1 billion and rising  It has a competitive labor market  It has a growing economy  There are opportunities for small and medium sized firms Advertising strategies Direct Mail E-mail messages | | Magazines | | Newsletters | | Newspapers (major) | | Online discussion groups | and | chat groups | Radio announcements | | | Telemarketing | | | Television ads | | | Requirements set by Alpha  English Proficiency requirements i.e. A minimum TOEFL score of 550 (paper based) or 80 (internet based with no test below 20) or Academic IELTS with an overall minimum score of 6.0 (with no single test score below 5.5), CAEL (Canadian Academic English Language Assessment) with an overall band score of 50. Requirements set by Alpha  Have a university degree from ones home country. Include transcripts for any post- secondary College/University courses or programs completed  Pass an entrance exam this is to ensure that alpha attracts the best of the best students who will in turn either contribute to the Chinese economy or have a good chance of immigrating to Canada if they wish.  19......

Words: 886 - Pages: 4

Hr Initiatives

...Hr intiatives The newly appointed Senior Vice President (HR) and Group Head, Nandita Gujjar today said Infosys has introduced several HR schemes for its staff, which includes paternity leaves in addition to maternity leaves. In her first interaction with the media here, after becoming the Group Head and SVP HR, Ms Gujjar said HR policies are very important for any organisation's development. "Infosys has spent over than Rs 400 crore on educating its employees through campus connect, where they are taught in institutions, which teach students and the increment has been to the extent of 11-13 per cent," said Ms Gujjar. |[pic] | |[pic][pic] | |[pic] | |[|Infosys had also started | |p|conducting exams for its | |i|employees as a part of its HR| |c|initiatives | |]| | |[|[pic] | |p| | |i| | |c| | |]| | Infosys has started a new initiative, wherein people from the US and Europe will be recruited for working in India and since Americans are reluctant to work in India, they will be recruited for one year each in India and China. "The one year stint will make the Americans and Europeans get accustomed to the working conditions in India and China," Ms Gujjar underlined. Infosys had also started......

Words: 397 - Pages: 2

Hr Labour Market

...Labor Market Information: Human Resource Human Resource (HR) Specialist is in charge of managing employees within an organization through the use of strategies and policies. There is now an increasing trend in HR to use technology as it can be another form of communication between clients and employees. A major concern to HR professional is the increasing cost of health care coverage for employees in which HR personnel must determine the amount of benefits given to them. The following table shows the industries employing the most amount of HR professionals (Government of Canada, 2010). Table 1: Industries Hiring HR Professionals Industry / Sector Public administration Professional, scientific and technical services Other services (except public administration) Finance and insurance Manufacturing % 26.40 14.50 12.30 9.30 8.40 Statistic Canada shows that in 2006, 6% of people in the occupation of Human Resource are selfemployed and in 2009 it has increased to 36%. This increase is mainly due to the fact that many business organizations are outsourcing their human resource capabilities. There are older people (age 35 to 55) working in this industry, and there are more females than males in this occupation (Statistics Canada, 2007). As the population of HR professional age, more of them will retire (Schramm, 2004). This means that there will be a potential labor shortage in HR. Thus, getting a job in HR in the next 5 years would not be difficult. Primary Research of......

Words: 650 - Pages: 3

Hr Practise

...(ALL) Executive Summary ‘beaumonde’ is an Imaginary Bangladeshi private limited company which manufactures women cosmetics and healthcare products. The company has total 800 employees in different levels according to work division & departments. In this report the human resource policy and practices of the company will be illustrated. The human resource functions will be presented & also the process of selection; recruit; training; development & employee benefits will be demonstrated. The principal focus of the report is to show the implications of human resource management practices into real life situation. Through this the scholars of the course Fundamentals of human resource management will able to adapt the HR policies & practices which will enhance their ability to apply the functions of HRM in their career. Business Information According to the (Company Act: 1994), a new private limited company formed. The company is a female cosmetic & healthcare products manufacture. The name of the company is ‘beaumonde’ and it carries a tagline ‘women’s pride’ as it encourages woman’s beauty and freedom in style. The company settled there factory is Gazipur & head office in Baridhara. The company operates its business throughout the country by establishing different distribution channels and regional offices. The star products of the company in cosmetic category are Lipstick; nail-polish; make......

Words: 1686 - Pages: 7

Hr Compliance

...level. OUTCOME: The outcome of this project is a recommended framework for Global HR Compliance with respect to legal, statutory regulations, employee leave management systems, role based compliance , organizational compliance and domain based compliances for any business during global expansions in different geographical locations. ABOUT THE AUTHOR: Ms.Ankita Shrivastava,a student of Prin.Welingkar Institute Of Management and Research, Bangalore is pursuing her course in E-Business. Formerly ,being an employee of Tata Consultancy Services and having worked as a Systems engineer and then as an intern at Employee Experts ,she believes in hard work, perseverence and sincerity to be the pillars of any strong organization. Having keen interests in the field of Human Resources, she as a student did intensive research to come up with this paper on global workforce compliance. This paper was thoroughly guided by her mentor Dr. Prof.Savita G.R at Welingkar Institute Of Management , Bangalore and CEO Srinivasulu Mallampooty at Employee Experts. RESEARCH METHODOLOGY FOR GLOBAL HR COMPLIANCE: The research methodology includes quantitative research which includes measuring variables and verifying existing theories or hypothesis and questioning them. Other qualitative research tools includes interviewing leading business HR heads and Managers and gathering valuable insights about best HR practices followed within the organization and compliances to be ensured be it......

Words: 3507 - Pages: 15

Hr Assigment

...accepted. EVALUATION This assignment accounts for 15% of the total marks for the course and shall be assessed based on the Rubrics attached. PLAGIARISM: MARKS DEDUCTION You should not copy another person’s assignment as your own. If plagiarism is detected, Zero (0) mark would be given. ASSIGNMENT QUESTION PURPOSE The purpose of this assignment is to develop students’ understanding on Human Resource Planning at organization and the ways to create and implement it. REQUIREMENT Assume yourself as a HR Manager of one of the newly formed organization at your place. You are required to create a HR planning for the particular organization based on the HR functions. Following are the guidelines Marking Scheme & Guidelines COMPONENTS | MARKS | 1. Introduction- Your understanding about HR planning | | 2. Company Background * Industry background * Reasons for choosing the organization / industry * HR department objectives and strategies | | 3. Environmental trend * Demographics characteristics * Technological aspect * Legal requirements | | 4. Recruitment * Recruitment process * Recruitment methods * Effectiveness of recruitment | | 5. Selection * Steps in selection * Effectiveness of selection process | | 6. Deployment & Termination * Deployment activities * Termination procedure | | TOTAL | | PRESENTATION With using the same topic, you have to prepare for a......

Words: 4835 - Pages: 20

Ab Bank Hr Practices

...RECRUITMENT AND SELECTION The AB Bank recruitment process is a strict and rigid multi-step process based upon certain core principles used by the bank and its Human Resource (HR) division. When recruiting among the number of factors taken into consideration, Core Competence is given the highest amount of weight. Core Competence is the basic knowledge of the job and potential to maximize that knowledge. Other factors taken into consideration are adaptability, learning potential, ethics and integrity, and extra-curricular activities. The first thing the firm observes is the CGPA of the candidates and applies a discounting factor on the CGPA of the candidates based on their universities. From there it is a two-step process, consisting of a written exam and a viva, which is conducted by a third party to ensure transparency. Furthermore, the firm does not allow any of its Board of Directors to take part in the selection process to keep away influence or unwanted manipulation. The HRD also takes in Parallel Recruitment in cases where it’s policy of “Promotion from Within” cannot be applied effectively. TRAINING AND DEVELOPMENT AB Bank provides job specific training designed to make employees more effective in their current job. The Bank believes that appropriate forms of training and enabling opportunities contribute to Human Resources Development (HRD) by way of upgrading the job skills, existing potentials and growth which benefit the employee and the organization. In......

Words: 578 - Pages: 3

Hr Planing

...tive analysis of sales and market  share, and the hierarchy of the centre and periphery model is evolving into a different paradigm.  Human Resources specialists are more important in business strategies today for this very change in market dynamics –  more so in the present economic situation of a global recession and downturn across industries and sectors. The focus  has turned on HR Department at every organization – the survival lines are running drier with every passing week at the  trading markets the world over, and the aim is not only to see through the recession, but more importantly4, to ensure  employees  are  still  committed  to  the  organization.  HR  development  acts  as  the  mentor5  to  its  employees  –  guiding,  training and educating them in the way of the industry and the organization. Well trained and competent employees,  who  are  able  to  showcase  themselves  and  their  organization  to  the  customers  in  a  more  effective  manner,  help  in  increasing customer satisfaction and overall clientele, by adding credibility and reputation to the business. Effective HR  planning  and  development  practices6  bring  quality  and  loyal  workers  who  are  committed  and  passionate  about  the  success of their organization.  Google Inc., the 9 year old technology service provider based in Mountain View, California, was voted7 the number one ......

Words: 5621 - Pages: 23

All Shoes | Абу Халид Дагестани | Jazz, Blues